Talent Acquisition Manager

Singer Equipment Company Talent Acquisition•Bellmawr, NJ

22d

About The Position

Singer Equipment Company is not just a seller of food equipment – we cultivate partnerships and amplify success. Singer isn’t just a place to work; it’s a place to thrive. We empower our employees, fostering an environment where they can grow professionally and contribute to something larger than themselves. We are the proud recipient of the Foodservice and Supplies Dealer of the Year award for 2023. Our commitment to our customers has earned us an unbeatable reputation within our industry. This is your opportunity to join a winning team! At Singer Equipment Company, we value each and every one of our dedicated staff and therefore are pleased to offer a competitive starting wage, a comprehensive benefits package including: medical, dental, vision, short term and long-term disability, 401K with company match, group life insurance, flexible spending, paid time off, and paid holidays. Why You'll Love Working Here: Make a Difference: Work with enthusiasm and integrity while ensuring communication, coordination and collaboration. Collaborative Spirit: Be part of a supportive and dynamic team environment. Growth Opportunities: Develop your skills and advance your career in a dynamic industry. Competitive Compensation & Benefits: Enjoy a rewarding package that reflects your contributions. The Talent Acquisition Manager will function as both a senior recruiting leader and an embedded industry partner within the commercial kitchen equipment sector. This role goes beyond transactional recruiting and requires sustained relationship-building, market intelligence, and reputational credibility across the food service equipment industry. Success in this role depends on the ability to operate as a known and trusted figure within the industry—someone who understands its contract and distribution business models, talent flows, competitive dynamics, and cultural nuances, and who can translate that insight into a durable talent advantage for the organization.

Requirements

Education: Bachelor’s degree in Human Resources Management, Communications, or a related field or work experience.
Experience: 4+ years of experience in talent acquisition, deep knowledge of the commercial kitchen equipment industry and industry knowledge and marketing intelligence preferred.
People Management: Demonstrated ability to supervise, develop, growth, and support a recruitment team to fulfil Singer’s business needs.
Skills:
Excellent written and verbal communication skills.
Deep sector understanding with talent market intelligence.
Deep awareness of competitors in the sector of the industry.
Strong detail-orientation and people management skills.
Strong project management and organizational skills.
Proficiency in Microsoft Office Suite and content management systems.
Ability to work independently and as part of a team.
Creative problem-solving skills and attention to detail.
Ability to handle sensitive and confidential information with discretion.

Nice To Haves

Experience in changing management communication.
Knowledge of talent acquisition strategies.
Experience with analytics tools to create and measure a talent acquisition strategy.

Responsibilities

Relationship-Based Talent Pipelines
Develop and steward passive candidate pipelines based on long-term engagement, not immediate requisitions.
Maintain ongoing dialogue with high-value industry professionals to understand career trajectories, motivations, and market sentiment.
Leverage referrals and peer recommendations as a primary source channel, recognizing the relationship-driven nature of the industry.
Strategic Internal Relationship Building
Actively cultivate and maintain long-term, internal professional relationships with Divisional presidents, EVPs of Contract Sales within each region, and HR Business Partners supporting leaders, managers, and employees throughout the organization.
Establish the organization as an “employer of choice” through trusted, reputation-based interactions rather than transactional recruiting outreach.
Follow up with opportunistic hires made throughout the year and report back to the CHRO and Sr. Manager of Human Resources to ensure issues are addressed, highlighted, and resolved.