Talent Acquisition Manager

Trescal•Milwaukee, WI

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 top talent. The role serves as a strategic HR partner, aligning programs with company objectives, compliance requirements, and long-term growth strategies. This is an in-office position five days per week. For candidates with additional experience in succession planning, workforce planning, organizational development, or learning and development, the position may expand to include recruiting, training, and development responsibilities. The role also maintains company job descriptions and job architecture, supports employee engagement initiatives, ensures appropriate FLSA classification, maintains employment-law compliance, partners with HR leadership on organizational development and HR projects, and manages affirmative action initiatives and reporting.

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, or learning and development may provide an opportunity to expand the position's scope.

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 related procedures and processes.
Develop targeted recruitment strategies with management, using applicant review, direct sourcing, referrals, networking, professional communities, college and university career centers, social media, job fairs, and other sources.
Consult with leaders, hiring managers, and the HR team on position descriptions, requisition creation, compensation, and sourcing strategies.
Research 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 closing qualified candidates.
Create and update job postings across internet and intranet sites, colleges, social networks, community boards, and staffing partners or agencies.
Plan, develop, and manage employer-branding activities and employee-retention plans.
Maintain strong candidate relationships by defining position requirements and the recruitment process, providing timely updates, preparing candidates for interviews, and debriefing them.
Present qualified candidates and interview recommendations to hiring managers.
Report on recruitment metrics and monitor performance 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, including monitoring 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.