Talent Acquisition Manager

Pioneer Human Services•Seattle, WA

8d•$111,706 - $186,177•Onsite

About The Position

If you are looking for employment with a purpose where you can help improve the daily lives of the members of your community, then consider a career with Pioneer Human Services! We are currently looking for a Talent Acquisition Manager with a passion for human services. This is an exciting opportunity to be involved with an organization focused on a transformative path towards social change, creating pathways for rehabilitation, reintegration, and redemption. Who we are – Our Mission We empower justice-involved individuals to overcome adversity and reach their full potential. For over 60 years, we have proudly serviced our clients with professionalism and empathy. We are a nationally recognized non-profit with 35+ locations across Washington state that provided a chance for change to over 9,500 individuals in 2024.

Requirements

Bachelor’s Degree or four (4) years of related experience in lieu of degree
At least seven (7) years' recruiting and applicant tracking experience
Three (3) years leading recruiters or talent acquisition teams
Experience supporting multiple business lines and geographically dispersed operations
Experience recruiting exempt, non-exempt, clinical, leadership, and operational positions.
Experience utilizing Applicant Tracking Systems and recruiting analytics
Valid Washington driver’s license and ability to travel throughout Washington State.
Proficient with Microsoft Word and Excel.
Exceptional customer service skills.
Effective written and verbal communication skills.
Ability to remain professional and diplomatic, even in busy or stressful situations.
Experience with maintaining confidential applicant data.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience implementing recruiting technology and process improvements.
Experience with sourcing and contacting passive candidates
Experience recruiting for a federal contractor; knowledge of OFCCP recruiting regulations and Affirmative Action.
Strong appreciation for diversity, equity, inclusion and belonging (DEIB)

Responsibilities

Develops and executes the organization’s enterprise Talent Acquisition strategy aligned with organizational priorities and workforce planning.
Leads recruiting operations across all divisions and geographic markets throughout Washington State.
Establishes annual recruiting objectives, performance metrics, and workforce acquisition plans.
Advises leadership regarding labor market trends, workforce availability compensation competitiveness, and recruiting strategies.
Develops proactive recruiting plans supporting organizational growth, new programs, contract expansions, and workforce stabilization.
Leads all aspects of full-cycle recruiting across clinical, behavioral health, manufacturing, administrative, food service, housing, maintenance, finance, and leadership positions.
Establishes standardized recruiting processes, service levels, and hiring manage expectations.
Oversees requisition prioritization and recruiter workload management.
Continuously improves recruiting workflows to reduce administrative burden and increase recruiter effectiveness.
Ensures timely movement of candidates through each stage of the hiring process.
Partners with HR Business Partners, HR Leadership and operational leaders to forecast workforce needs.
Identifies workforce risks and develops recruitment strategies to address anticipated shortages.
Supports internal mobility, succession planning, and employee redeployment initiatives.
Develops long-range recruiting strategies for high-turnover and difficult-to fill positions.
Leads, coaches, develops, and evaluates Talent Acquisition staff.
Establishes recruiter performance expectations and measurable outcomes.
Conducts regular one-on-one coaching sessions and performance reviews.
Rosters a collaborative, customer-focused recruiting culture.
Develops recruiter competencies through training and mentoring.
Leads the organization’s employment branding strategy.
Expands community partnerships with colleges, workforce agencies, military organizations, apprenticeship programs, and community organizations.
Oversees recruiting events, job fairs, digital recruiting campaigns and social media recruiting.
Develops innovative sourcing strategies for behavioral health and manufacturing talent.
Establishes enterprise standards for candidate communication and service.
Ensures an equitable, professional, and mission-driven candidate experience.
Develops structured interview processes and selection tools.
Improves offer acceptance rates and onboarding transition.
Serves as business owner for the Applicant Tracking System.
Optimizes recruiting technology, automation, dashboards, and reporting.
Monitors key performance indicators including: time to fill, time to hire, source effectiveness, cost per hire, offer acceptance rate, hiring manager satisfaction, candidate experience, quality of hire, vacancy rate, internal mobility, recruiter productivity, utilizes workforce analytics to make strategic recruiting recommendations
Ensures recruiting practices comply with federal, state, and local employment laws.
Maintains compliance with Fair Change hiring requirements, Equal Employment Opportunity, Affirmative Action, OFCCP requirements (where applicable,) and organizational policies.
Partners with HR leadership on background screening, selection practices, and hiring compliance.
Ensure recruiting documentation supports audit readiness.
Serves as a trusted advisor to executives and operational leaders.
Coach hiring managers on interviewing, selection, workforce planning, and market competitiveness.
Collaborate with Compensation on market pricing and offer recommendations.
Partner with HR Operations, Benefits, Learning and Development, and HRIS to continuously improve the hiring lifecycle.

Benefits

Medical
Flexible spending
Dental
Vision
Life
AD&D
Disability
Dependent Daycare Flexible Spending
Tuition assistance (100% for bachelor's, 50% for graduate programs)
Retirement plan (3.5% annual compensation contribution, plus 3.5% match for 6% individual contribution)
Employee recognition programs
Public transportation discount
Employee assistance program (EAP)