Talent Acquisition Manager

Trescal•Cornelius, NC

12d•Onsite

About The Position

The Talent Acquisition Manager leads talent acquisition activities and partners closely with business leaders to attract, hire, develop, and retain talent. The role serves as a strategic HR partner, ensuring programs align with company objectives, compliance requirements, and long-term growth strategies. It is an in-office position five days per week. Candidates with additional experience in succession planning, workforce planning, organizational development, and learning and development may have the opportunity to expand the role into Recruiting, Training and Development. The position manages full-cycle recruiting and pre- and post-employment processes, supports workforce and job architecture planning, maintains compliance, and contributes to employee engagement and organizational development initiatives.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
5–7 years of progressive Human Resources experience, with a strong emphasis on talent acquisition and employee development.
Demonstrated experience leading full-cycle recruiting across multiple functions and levels.
Knowledge of employment laws, FLSA classification, affirmative action programs, and HR compliance requirements.
Experience with HRIS, ATS, and reporting tools.
Strong project management and organizational skills.
Excellent communication, influencing, and relationship-building abilities.

Nice To Haves

Experience developing and delivering training and leadership development programs is preferred.
Additional experience in succession planning, workforce planning, organizational development, and learning and development may provide an opportunity to expand the role.

Responsibilities

Manage pre-employment and post-employment processes, including background checks, drug screenings, employment verifications, offer letters, onboarding coordination, and post-hire follow-up.
Use strategic workforce planning to align hiring with the company budget and develop supporting procedures and processes.
Develop targeted recruitment techniques with management to source qualified candidates through applicant review, direct sourcing, referrals, networking, professional communities, college and university career centers, social media, job fairs, and other channels.
Consult with leaders, hiring managers, and HR on position descriptions, requisitions, compensation, and sourcing strategies.
Provide industry and market data to inform sourcing strategies and recommend new sources for active and passive candidate recruiting.
Conduct talent acquisition activities, including resume and phone screens, candidate interviews, final-selection recommendations, and candidate closing.
Place and update job postings across internet and intranet sites, colleges, social networks, community boards, and staffing partners or agencies.
Plan and manage employer branding activities and employee retention plans.
Maintain strong candidate relationships by providing clear position and process information, timely updates, interview preparation, and debriefing.
Present qualified candidates and interview recommendations to hiring managers.
Report on recruitment metrics, monitor performance, and drive results against KPIs.
Partner with executive leadership to identify current and future talent needs and develop workforce planning strategies that support business growth.
Analyze recruitment trends, labor market conditions, and hiring metrics to improve recruiting effectiveness.
Manage the Applicant Tracking System and recruiting accounts, and monitor comments on Indeed and Glassdoor.
Manage and maintain company job descriptions and job architecture, ensuring consistency and alignment of job titles across the organization.
Support employee engagement initiatives, including survey administration, action planning, and follow-up.
Ensure proper FLSA classification of positions and maintain compliance with federal, state, and local employment laws and regulations.
Partner with HR leadership on organizational development and HR projects.
Manage affirmative action initiatives and related reporting requirements.
Perform other duties as assigned.