Talent Acquisition Manager

Pleasant Valley Corporation•Medina, OH

2d•Onsite

About The Position

Join one of the nation's rapidly expanding leaders in Commercial Construction and Facility Management! PLEASANT VALLEY CORPORATION, a successful and stable, family-owned and operated Commercial Real Estate Firm established in 1976 and headquartered in Medina, Ohio, boasts a dynamic presence across four key divisions: Construction, Facility Management, Property Management, and Real Estate Brokerage. Our comprehensive suite of commercial property services is characterized by effective project management, proactive communication, top-tier workmanship, and cutting-edge solutions. The purpose of this role is to lead and advance corporate-level talent acquisition initiatives across the organization, supporting recruitment efforts across a broad range of leadership levels. As a key contributor to the Talent Strategy team, this individual will develop, implement, and continuously improve recruiting processes and strategies to attract and secure top-tier talent. The role will focus on streamlining hiring practices, enhancing recruitment operational efficiency, and ensuring the delivery of high-quality candidates aligned with organizational needs and business objectives. As an individual contributor, this role will play a critical part in evolving the company’s talent acquisition approach to support current and future workforce priorities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required; an advanced degree is preferred.
Minimum of five years of talent acquisition or recruitment experience, with a proven track record in corporate-level recruitment and developing and executing effective hiring strategies in a fast-paced, dynamic environment.
Strong knowledge of recruitment best practices, full-cycle recruitment, and general and role-specific sourcing strategies, with the ability to exercise sound judgment and discretion throughout the hiring process.
Proven ability to manage multiple requisitions simultaneously while delivering high-quality results.
Demonstrated understanding of recruitment performance metrics and the ability to use data, logical thinking, and creativity to identify opportunities and develop innovative solutions.
Excellent written and verbal communication skills, including strong storytelling abilities across multiple channels, with the ability to effectively engage stakeholders and communicate recruitment strategies and recommendations.

Responsibilities

Lead end-to-end recruitment for key technical, professional, and leadership roles, including candidate sourcing, screening, reference checks, personality assessments, and search execution.
Maintain talent pipelines, establish recruitment benchmarks, and ensure timely communication with hiring managers throughout the process.
Partner with hiring managers, business leaders, HR Business Partners, and business units to understand workforce needs and align recruitment strategies with organizational objectives.
Provide guidance on interview best practices, equitable hiring, candidate evaluation, market insights, compensation trends, and candidate expectations.
Develop innovative sourcing strategies to attract and engage top talent, including passive candidates, through professional networks, social media, job boards, employee referrals, and external partnerships.
Strengthen the employer brand through recruitment campaigns and build diverse talent pipelines across the organization’s geographic markets.
Develop and implement data-driven talent acquisition strategies that support current and future business needs.
Analyze talent market trends and competitor practices, collaborate with business leaders to forecast workforce requirements, and recommend recruitment approaches that support the company’s long-term growth objectives.
Evaluate and enhance recruitment processes, systems, tools, policies, and programs to improve efficiency and candidate experience.
Establish and monitor recruitment metrics and KPIs, including time-to-fill and pipeline effectiveness, while identifying opportunities to optimize applicant tracking systems, employee referral programs, and overall hiring practices.