Talent Acquisition Manager

Schnellecke Logistics USA•Chattanooga, TN

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About The Position

Role Overview The Talent Acquisition Manager – U.S. is a strategic leadership role responsible for designing, executing, and continuously improving the U.S. recruiting strategy across both salaried and non-exempt hiring. This role serves as a critical partner to U.S. HR leadership and operations leaders, ensuring recruiting strategies directly support business growth, operational readiness, and workforce sustainability. This role leads U.S. recruiting strategy while personally sourcing and closing key salaried roles within logistics and operations. The successful candidate will bring a strong track record of building scalable non-exempt recruiting models, driving data-backed decisions, and using KPI scorecards to influence outcomes and executive decision-making. Why This Role Matters This role is a cornerstone of the U.S. HR operating model. The Talent Acquisition Manager directly impacts workforce stability, leadership quality, and operational performance by ensuring the right talent is hired, at the right time, through disciplined and data-driven recruiting strategies.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
7+ years of progressive Talent Acquisition experience, including ownership of recruiting strategy.
Demonstrated success leading non-exempt recruiting in logistics, warehousing, manufacturing, or similar operational environments.
Hands-on experience sourcing and closing salaried roles.
Proven ability to build and leverage TA KPI scorecards to drive results.
Strong executive communication, influencing, and problem-solving skills.

Nice To Haves

Experience in a multi-site or matrixed U.S. organization.
Exposure to enterprise recruiting projects or TA transformations.
Familiarity with HRIS / ATS optimization and recruiting analytics.
Experience working closely with operations leaders in fast-paced environments.

Responsibilities

Own and execute the U.S. talent acquisition strategy aligned to business, operational, and growth objectives.
Design a scalable, high-volume non-exempt recruiting strategy tailored to logistics and operational environments.
Partner with HR and Operations leadership to forecast workforce needs and proactively build recruiting pipelines.
Personally source, assess, and close key salaried roles across logistics, operations, supply chain, and support functions.
Serve as a trusted recruiting advisor to hiring managers, ensuring role clarity, market alignment, and candidate quality.
Build, maintain, and evolve a Talent Acquisition KPI scorecard focused on metrics such as time-to-fill, quality of hire, cost per hire, funnel conversion, and turnover impact.
Use data and insights to diagnose recruiting challenges, adjust strategy, and influence executive decisions.
Establish recruiting standards, processes, and expectations across U.S. operations.
Partner closely with HR Business Partners, Field HR, and Operations leaders to ensure recruiting solutions are practical and execution-ready.
Collaborate with HR leadership on enterprise initiatives such as employer branding, workforce planning, and recruiting technology enhancements.
Support strategic recruiting projects that improve capability, efficiency, and long-term talent outcomes.
Maintain strong awareness of labor market conditions, competitive intelligence, and sourcing strategies within logistics and warehousing.
Evaluate and optimize external vendors, job boards, and sourcing tools to ensure ROI and effectiveness.