Talent Acquisition Manager

PFSbrands•Holts Summit, MO

About The Position

The Talent Acquisition Manager owns and manages recruiting for Pro Food Systems (PFS) and its family of companies: PFSbrands, PFSfreight, PFS Blends, GRITT Business Coaching, and Moser’s. The role independently plans, executes, and improves full-cycle recruiting in Paylocity, partnering with the Vice President, Talent Optimization, hiring managers, and the People Success team to align hiring with business priorities and company culture. This hands-on recruiting role covers both high-volume hourly hiring and corporate and professional searches across multiple business units. The manager develops sourcing strategies, manages concurrent searches, advises hiring leaders, and uses AI responsibly to improve recruiting efficiency while maintaining human oversight and a strong candidate experience. The role also administers recruiting processes and systems, monitors metrics and compliance, coordinates pre-employment and onboarding handoffs, and represents the company at recruiting events. Work is typically performed in normal office conditions, with extended daily computer and phone work. Travel by car to company locations, store sites, schools, career fairs, and other recruiting events is required, with occasional overnight travel. An annual Motor Vehicle Report review is required to establish and continue insurability under company policies.

Requirements

At least 3 years of full-cycle recruiting experience, including high-volume hourly hiring and recruiting for professional and leadership roles.
Ability to work independently as a sole or lead recruiter, managing priorities and multiple searches with minimal oversight.
Working knowledge of sourcing techniques, structured interviewing, and hiring-related employment laws, including EEO, FCRA, Form I-9, FLSA, and pay transparency.
Experience administering an applicant tracking system, including automation features, and using data and metrics to improve recruiting results.
Strong digital fluency and a continuous-improvement mindset, including the ability to learn tools quickly and create efficient, repeatable workflows.
Ability to influence and advise hiring managers and leaders, with excellent verbal and written communication skills.
Strong organization, attention to detail, and ability to work with urgency in a fast-paced environment.
Professionalism, integrity, and discretion in handling confidential information.
A results-focused, sales-minded approach and a “get it done” mentality.
Ability to travel by car to company locations and recruiting events; ability to travel by car or plane as needed to support business needs.
Ability to pass an annual Motor Vehicle Report review to establish and continue insurability under company policies.
Ability to sit for prolonged periods in front of a computer; use hands, reach, climb stairs, walk, talk, and hear; and occasionally lift or move up to 25 pounds.
Ability to speak to, hear, and understand others in English by phone and in person.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Marketing, or a related field; experience may be reviewed in relation to education.
Experience recruiting across multiple states and understanding varying state and local hiring requirements.
Experience with Paylocity Recruiting and Onboarding.
Experience using generative AI tools such as Microsoft Copilot or Claude to improve recruiting speed, quality, and consistency.
Experience with behavioral assessment tools such as Predictive Index, Kolbe, or CliftonStrengths.
SHRM-CP, PHR, or another recruiting certification.

Responsibilities

Own and manage full-cycle recruiting for corporate, distribution, freight, manufacturing, and retail grocery positions across PFS and its family of companies.
Advise hiring managers and leaders on role requirements, expectations, recruiting strategies, and candidate selection.
Develop, execute, and evaluate proactive sourcing strategies using job boards, social media, AI-enabled tools, networking, referrals, schools, workforce development agencies, and community partnerships.
Meet with leaders across the family of companies to understand staffing plans, anticipated openings, and position requirements.
Prioritize and manage multiple concurrent searches and adapt to changing or urgent hiring needs.
Support high-volume hourly hiring for Moser’s stores, including on-site hiring events and store-level recruiting needs.
Build pools of qualified, pre-screened candidates for recurring and hard-to-fill warehouse, manufacturing, and store positions.
Pre-screen, interview, and assess candidates using structured interviewing practices and behavioral assessment tools.
Negotiate and extend offers within approved compensation ranges, escalating exceptions to the Vice President, Talent Optimization.
Provide candidates with timely, professional, and consistent communication throughout the hiring process.
Write and maintain job descriptions and create compelling, inclusive job postings.
Design, implement, and improve recruiting processes, tools, and templates.
Administer the Paylocity Recruiting module, maintaining requisitions, job postings, templates, applicant workflows, accurate data, and compliant records.
Generate offer letters in Paylocity and transition hired candidates into Paylocity Onboarding for handoff to the People Success team.
Partner with Marketing on employer branding and internal and external communications about open positions and new hires.
Train and coach hiring leaders on interviewing, selection practices, legally compliant hiring, and responsible AI use in recruiting.
Ensure compliance with federal, state, and local employment laws, including EEO, FCRA, Form I-9, and pay transparency requirements.
Manage external recruiting partners, job boards, staffing agencies, and vendors; monitor costs and effectiveness and recommend when outside search support is appropriate.
Plan and represent the company at career fairs, job fairs, school visits, and community recruiting events.
Use and evaluate AI tools and recruiting technology to improve workflow efficiency, quality of hire, and candidate experience while maintaining human oversight and compliance.
Track and report recruiting metrics, including time to fill, source of hire, offer acceptance rate, quality of hire, and 90-day new-hire retention, to the Vice President, Talent Optimization.
Partner with People Success to use turnover and exit interview data to improve hiring decisions and new-hire retention.
Provide leadership and hiring managers with regular recruiting updates, challenges, and recommendations.
Monitor labor-market trends and competitive practices and recommend recruiting strategy adjustments.
Coordinate pre-employment requirements, including background checks, pre- and post-hire assessments, and Career History Forms, in accordance with company policy and applicable law.
Partner with People Success on onboarding, I-9 timing, and new-hire readiness.
Support Talent Optimization and People Success projects and initiatives.
Handle confidential information sensitively and discreetly; align with company goals, mission, vision, and core values; and perform other duties as assigned.