Talent Acquisition Manager

BROE Group and it's managed affiliates•Denver, CO

37d•Hybrid

About The Position

The Talent Acquisition Manager leads the development and execution of innovative talent acquisition and onboarding strategies designed to attract, hire, and retain top talent for OmniTRAX, Inc. and its managed affiliates. This role oversees the day-to-day operations of the talent acquisition function, providing leadership, coaching, and guidance to a high-performing team while ensuring exceptional service to hiring managers, candidates, and other stakeholders. The Talent Acquisition Manager drives recruiting excellence through the use of AI-enabled tools, recruiting technology, automation, and data analytics to enhance candidate experience, improve hiring outcomes, and create scalable, efficient, and compliant recruitment processes. The role is responsible for ensuring compliance with all applicable federal, state, and company policies, while also overseeing employment branding, employee referral and retention programs, relocation programs, and applicant tracking systems to support workforce needs and advance the organization’s strategic objectives. The Talent Acquisition Manager demonstrates and adheres to the company values of safety, honesty, ownership, respect, and teamwork to ensure successful partnerships with customers and employees that result in the organization’s continued success.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a closely related field; or equivalent HR experience.
10+ years of full‑cycle recruiting experience.
8+ years of HR operations, project management, and vendor management experience.
8+ years of supervisory experience with demonstrated success developing high‑performance teams.
Strong experience leveraging recruiting technology, AI‑enabled tools, ATS platforms, and data analytics to improve hiring outcomes.
Excellent project management, prioritization, and organizational skills.
Diversified recruiting background across multiple industries, geographies, and employment levels.
Outstanding interpersonal, customer service, and stakeholder management skills.
Excellent verbal and written communication skills.
Intermediate proficiency in Microsoft Office Suite and HR systems.
High level of professional integrity, ownership, and accountability.
Ability to thrive in a fast‑paced, collaborative environment.
Strategic and critical thinker with tactical application: able to present innovative solutions to business challenges with foresight and “big picture” perspective.

Nice To Haves

Experience in Rail Transportation, Supply Chain Logistics, Manufacturing, and/or Oil and Gas industries.
Experience recruiting for a national or multi‑location organization.
SPHR, PHR, SHRM-SCP or SHRM-CP

Responsibilities

Execute enterprise-wide talent acquisition strategies, workforce hiring plans, sourcing initiatives, recruiting campaigns, and employment marketing programs that support current and future workforce needs.
Develop and maintain strategic talent pipelines through relationships with technical schools, colleges, industry associations, military transition programs, and professional networks.
Lead employment branding and recruitment marketing initiatives, including job advertising strategy, social media campaigns, career site optimization, digital outreach, and employer value proposition messaging to attract qualified and diverse talent.
Evaluate, implement, and optimize recruiting technologies, AI-enabled solutions, automation tools, and ATS capabilities to improve recruiter productivity, candidate experience, and hiring outcomes.
Serve as system owner for the Applicant Tracking System (ATS), ensuring data integrity, process compliance, user training, reporting accuracy, and effective integration with other HR systems.
Establish and monitor talent acquisition metrics and dashboards, including time-to-fill, quality of hire, source effectiveness, candidate conversion, and hiring manager satisfaction; leverage analytics, AI-enabled tools, and benchmarking data to drive continuous process improvement.
Direct the development and maintenance of recruiting desktop procedures, standard operating processes, interviewing guides, and hiring manager training materials.
Partner closely with business unit leaders to assess role‑specific competency requirements; recommend structured and consistent evaluation methodologies and ensure the Talent Acquisition team sources and assesses candidates aligned to job and safety‑critical requirements.
Oversee the full-cycle recruitment process, including sourcing, screening, interviewing, selection, offers, pre-employment screening, and onboarding coordination, ensuring compliance with all applicable regulations.
Ensure thorough candidate screening, structured interview processes, offer development, reference checks, and employment documentation.
Oversee recruiting vendor relationships and contracts in partnership with the Procurement Department.
Lead the hiring processes for all mergers and acquisitions.
Conduct periodic compliance audits of recruiting processes, documentation, and employment practices to identify risks and ensure adherence to applicable regulations and company policies.
Stay current on employment laws, recruiting regulations, AI governance considerations, and industry best practices; implement required changes to ensure compliance and strengthen talent attraction.
Support hands‑on recruiting efforts as needed for critical, specialized, or hard‑to‑fill roles.
Manage the talent acquisition budget, including advertising expenditures, recruiting technology investments, employment branding initiatives, agency utilization, and cost optimization strategies.
Directly supervise Talent Acquisition staff and contract recruiting resources, including hiring, coaching, performance management, development planning, and workload prioritization.
Conducts regular one-on-one meetings to provide feedback, remove barriers, support development, and ensure alignment with departmental and organizational goals.