Talent Acquisition Manager

Piston Automotive•Southfield, MI

About The Position

The Talent Acquisition Manager leads both the strategy and execution of the organization’s recruiting, connecting talent attraction with internal mobility, workforce planning, and business growth priorities. This leader partners across the HR Disciplines to optimize processes, technology, and resources, ensuring seamless candidate experience and a recruiting strategy aligned with the company’s growth and people priorities. The Talent Acquisition Manager ensures responsive support, functional excellence, and continuous improvement while fostering leadership readiness and positive, inclusive experience for both candidates and hiring managers. Piston Automotive wasn’t just founded to make things. It was founded to make things better. And that begins with building better teams solely dedicated to achieving excellence at every level of execution through a combination of experience, expertise, and a deep seeded passion for what we do. Our assemblies consistently set the standard because our people consistently raise the bar.

Requirements

A minimum of eight (8) years of talent acquisition or human resources equivalent experience
A Bachelor’s degree in Human Resources, Business Administration or a related field.
Five (5) years of experience working with ATS or similar HR systems
A minimum of 5 years of experience with MS Office Suite at an intermediate to advanced level
Experience implementing or optimizing recruiting systems and vendor partnerships.
Strong project management and process improvement skills.
Experience using recruiting analytics and dashboards.
Proven ability to manage competing priorities with agility and sound judgement

Nice To Haves

Familiarity with Korn Ferry, Gartner, or similar HR frameworks.

Responsibilities

Strategic Talent Acquisition & Workforce Planning Partner with Human Resources and cross-functional leaders to execute the enterprise talent acquisition strategy aligned with business and workforce priorities.
Lead internal and external talent market benchmarking and long-term strategic initiatives that support organizational growth and capability building.
Champion the philosophy of “right talent, right time” through proactive workforce planning and alignment with internal mobility opportunities.
Utilize labor market analytics and internal workforce data to anticipate future talent needs and shape sourcing priorities .
Serve as the bridge between Talent Acquisition, Talent Management, and Workforce Planning to ensure an internal-first and future-ready approach to identifying and attracting talent.
Manage recruiting as a portfolio, balancing in-house capacity, automation, and external vendor partnerships to ensure agility, scalability, and cost-effectiveness.
Evaluate and refine recruiting tools, processes, and partnerships to enhance efficiency, consistency, and impact across all locations.
Lead Talent Acquisition goals and performance indicators, including time-to-fill, offer acceptance rate, internal fill percentage, and staffing firm utilization.
Employer Brand and Candidate Experience Partner with Communications and HR teams to strengthen the company’s employer brand across all candidate-facing platforms and channels.
Represent the organization at career fairs, community events, and professional forums to build visibility and attract diverse talent .
Ensure every candidate and hiring manager interaction reflects organizational values and supports an inclusive, high-quality experience.
Measure and monitor candidate and hiring manager satisfaction (NPS) to drive continuous improvement.
Operational Excellence & Process Optimization Oversee end-to-end recruiting operations while continuously improving efficiency through technology, automation, and workflow redesign.
Serve as system administrator for the Applicant Tracking System (ATS) to ensure data integrity, reporting accuracy, and user adoption .
Collaborate across HR Disciplines to a lign recruiting processes with onboarding, learning, and performance systems for a consistent employee lifecycle experience.
Define and maintain recruiting SLAs, metrics, and dashboards to monitor performance and outcomes .
Budget Management & Optimization Develop and manage the annual talent acquisition budget in alignment with business priorities.
Balance in-house recruiting resources with external partnerships to achieve scalability and cost optimization.
Track and analyze cost-per-hire, agency spend, and ROI from technology or automation investments.
Provide regular reporting to HR leadership on budget performance and recommendations for continuous improvement.
Inclusive Recruiting & Representation Uphold equitable and inclusive recruiting practices consistent with the organization’s values of fairness, respect, and opportunity.
Partner with HR and business leaders to broaden outreach and remove barriers to attracting and retaining diverse talent.
Use data and insights to ensure consistency, transparency, and accountability throughout the recruiting process, and promote balanced, inclusive hiring panels and candidate slates to support objective, high-quality selection decisions.
Leadership & Team Development Lead, coach, and develop the Talent Acquisition team to ensure consistent performance, collaboration, and accountability.
Foster a culture of learning, data literacy, and consultative partnership across the team.
Provide feedback, mentorship, and professional development opportunities to strengthen recruiting capability across the organization.