Talent Acquisition Manager

thyssenkrupp Materials•Southfield, MI

12d

About The Position

The Talent Acquisition Manager is responsible for developing and executing a forward-looking talent acquisition strategy that enables the organization to attract, engage, and hire the talent needed to achieve current and future business objectives. This role serves as a strategic partner to business leaders, HR teams, and hiring managers by providing workforce planning insights, labor market intelligence, innovative sourcing strategies, and recruiting expertise. The Talent Acquisition Manager leads recruiting initiatives, employer branding efforts, talent pipeline development, recruiting technology optimization, and executive search activities while ensuring an exceptional candidate and hiring manager experience. The role drives continuous improvement through data, technology, market insights, and best practices to build a scalable and sustainable talent acquisition function.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
7+ years of progressive experience in talent acquisition, recruiting, workforce planning, or related HR functions.
Demonstrated success recruiting for leadership, technical, professional, and difficult-to-fill positions.
Experience leveraging ATS, CRM, sourcing platforms, recruitment marketing tools, and talent analytics solutions.
Strategic workforce planning and talent acquisition expertise.
Advanced sourcing and talent pipeline development capabilities.
Strong understanding of labor market trends and talent intelligence.
Exceptional stakeholder management and influencing skills.
Data-driven decision-making and analytical abilities.
Knowledge of employment laws, recruiting compliance, and fair hiring practices.
Strong communication, presentation, and relationship-building skills.
Ability to balance strategic planning with operational execution.
High degree of professionalism, confidentiality, and business acumen.

Nice To Haves

Master's degree preferred.
3+ years of leadership or people management experience preferred.

Responsibilities

Develop and execute talent acquisition strategies aligned with business growth plans and workforce needs.
Partner with business leaders and HR colleagues to identify current and future talent requirements.
Provide workforce planning recommendations based on talent market trends, business priorities, and succession needs.
Anticipate hiring challenges and develop proactive solutions for critical and hard-to-fill positions.
Create and maintain talent pipelines for leadership, technical, professional, and high-demand positions.
Design innovative sourcing strategies that leverage talent intelligence, market mapping, networking, referrals, and AI-enabled sourcing tools.
Build and nurture relationships with passive candidates and talent communities.
Develop targeted initiatives to expand access to diverse and specialized talent pools.
Partner with Marketing and Communications to strengthen the organization's employer brand and employee value proposition.
Drive recruitment marketing initiatives across digital, social media, campus, industry, and community channels.
Promote a compelling candidate experience that reflects organizational culture and values.
Monitor candidate feedback and employer reputation metrics to continuously improve talent attraction efforts.
Lead the optimization and effective utilization of applicant tracking systems, recruitment marketing platforms, CRM tools, and sourcing technologies.
Identify opportunities to streamline recruiting processes through automation and emerging technologies.
Establish recruiting standards, policies, and best practices to improve efficiency and consistency.
Ensure compliance with employment laws, data privacy requirements, and company policies throughout the hiring process.
Develop and maintain recruiting metrics, dashboards, and reporting tools.
Monitor key performance indicators, including time-to-fill, quality-of-hire, cost-per-hire, source effectiveness, and candidate conversion rates.
Use data and external market intelligence to recommend process improvements and resource investments.
Evaluate vendor relationships and recruiting partnerships to ensure maximum return on investment.
Build and maintain relationships with universities, trade schools, professional associations, workforce development organizations, and recruiting partners.
Establish long-term talent pipeline programs that support organizational workforce needs.
Represent the organization at industry events, networking opportunities, career fairs, and community outreach initiatives.
Coach and develop recruiting team members on sourcing strategies, consultative recruiting, interviewing practices, and stakeholder management.
Foster a culture of innovation, accountability, collaboration, and continuous improvement.
Develop recruiting playbooks, toolkits, and training resources that enhance team effectiveness.
Lead recruitment efforts for executive, leadership, and other business-critical positions.
Serve as a trusted advisor to leaders on talent availability, market conditions, compensation positioning, and hiring strategies.
Conduct talent mapping and competitive intelligence to support strategic hiring decisions.
Manage confidential and sensitive searches with professionalism and discretion.