Talent & Acquisitions Manager: Req # 3832

Denali Water Solutions LLC•Russellville, AR

2d•Onsite

About The Position

The Talent Acquisition Manager at Denali Water Solutions is responsible for leading and managing the day-to-day performance of the recruiting and onboarding team, developing and executing talent acquisition strategies, and ensuring that the full recruiting lifecycle — from proactive sourcing through onboarding handoff — operates efficiently, compliantly, and at a high standard of quality. This is a management role, not an individual contributor role. The TAM is accountable not only for their own work but for the output, conduct, and compliance of every member of the team. Strong operational oversight, honest upward communication, data-driven decision-making, and the ability to develop and hold accountable direct reports are non-negotiable requirements of this position.

Requirements

Minimum 5 years of recent, relevant talent acquisition experience; experience leading a recruiting team strongly preferred.
Demonstrated experience managing and developing direct reports, including performance management.
Recent experience (past 3 years) with HRIS/ATS systems, including ADP.

Nice To Haves

Associate's or Bachelor's degree in Business, HR, or related field preferred; relevant experience may be substituted.

Responsibilities

Conduct weekly one-on-one meetings with each direct report (Recruiting Partner and Onboarding Specialists) to review workload, progress, and performance.
Monitor and audit team compliance with all defined processes, including phone screening completion, ADP/ATS documentation timeliness, and pre-employment process management.
Identify performance gaps in direct reports promptly and address them directly — including documenting performance concerns and escalating to VP, HR when formal action is warranted.
Develop direct reports through coaching, clear feedback, and connection to learning resources.
Hold team members accountable to their job descriptions. Do not absorb work that belongs to a direct report as a substitute for addressing their performance.
Model the communication and accountability standards expected of the team.
Design and implement talent acquisition strategies aligned with Denali's business objectives, operational growth, and workforce planning needs.
Partner with VP, HR and EVPs on workforce planning, headcount forecasting, and recruiting budget management.
Identify and develop sourcing channels — including job boards, trade organizations, workforce development partnerships, and social media — appropriate for Denali's operational roles and geographic markets.
Continuously evaluate the effectiveness of recruiting strategies and make evidence-based adjustments.
Ensure every open requisition has an active, documented recruiting plan.
Audit ATS/ADP records weekly to confirm team documentation is complete, current, and accurate.
Review all candidate pipelines regularly and proactively identify searches that are stalled, thin, or at risk of missing hiring timelines.
Ensure no candidate is advanced to a hiring manager without a completed phone screen and documented notes — and hold the Recruiting Partner accountable when this standard is not met.
Ensure reference checks are completed on all final candidates and documented appropriately.
Attend weekly regional Ops meetings to provide updates.
Conduct intake meetings with hiring managers at the start of every search to define requirements, timeline, compensation parameters, and communication expectations. OPS and SS levels 5-6 and others, as needed to assist Recruiting Partner.
Provide hiring managers with regular, honest updates on recruiting progress — including when timelines are at risk or pipelines are not producing qualified candidates.
Respond to hiring manager questions and requests within one business day.
Debrief with hiring managers post-interview and document feedback in the ATS.
Track and report the following metrics to VP, HR on a defined cadence (minimum monthly): time-to-fill by department, screen-to-interview conversion rate, offer acceptance rate, requisition age, source of hire.
Use recruiting data to identify trends, inefficiencies, and opportunities for improvement — and present findings and recommendations to VP, HR proactively.
Manage recruiting-related budget line items (job board subscriptions, agency fees, advertising spend), track against budget, and flag variances to VP, HR in advance.
Provide VP, HR with a written weekly team status report covering all active requisitions, team performance issues, and any operational risks.
Escalate team performance issues to VP, HR promptly — do not manage around them or allow them to persist without documentation.
Communicate honestly about team capacity, process gaps, and recruiting challenges. Optimistic reporting that obscures operational reality is not acceptable.
Ensure every candidate — regardless of outcome — receives a professional, timely, and respectful experience throughout the recruiting process.
Monitor candidate feedback and identify opportunities to improve the hiring process.

Benefits

Comprehensive Medical: Our self-insured medical plans are designed with your health in mind, offering competitive options including copay and HSA plans so you can choose what best suit your health needs.
Dental & Vision: Keep your smile bright and your vision clear with full coverage for you and your family.
Generous 401(k) Match: We’re here for your long-term future – we offer a generous 401(k) match of up to 4%, helping you build the foundation for tomorrow.
Company-Paid Disability & Life Insurance: We’ve got you covered with company-paid Long-Term and Short-Term Disability, as well as AD&D and Life Insurance, giving you peace of mind knowing you’re protected.
Voluntary Life for Employees & Family: Customize additional coverage for you and your loved ones with our voluntary life insurance options.
Health Savings Plan: Save on medical expenses with a Health Savings Plan designed for your needs.
Paid Time Off (PTO) & Sick Time: We value your well-being. Take time for yourself, your family, and personal matters with generous PTO and Sick Time, including family leave.
9 Paid Holidays: Enjoy a well-rounded work-life balance with 9 paid holidays throughout the year.
Paid Weekly: We believe in rewarding hard work consistently, which is why we offer weekly pay so you can stay on top of your financial goals.
Professional Development: Ascend in your career with free access to thousands of courses that allow you to grow and develop professionally.
Employee Assistance Program: Life can be challenging at times, and we’re here to support you with our confidential Employee Assistance Program that offers counseling and resources for a variety of personal and professional needs.
Wellness Program: At Denali, we believe that well-being goes beyond health coverage. Our Wellness Program offers resources to keep you mentally, physically, and emotionally balanced as you climb higher in both life and career.