Talent Acquisition Manager

PFSbrands•Holts Summit, MO

About The Position

The Talent Acquisition Manager owns and manages the recruiting function for Pro Food Systems (PFS) and its family of companies: PFSbrands, PFSfreight, PFS Blends, GRITT Business Coaching, and Moser’s. This role independently plans, executes, and improves full-cycle recruiting in Paylocity, partnering with the Vice President, Talent Optimization, hiring managers, and the People Success team to align hiring with business priorities and company culture. The role recruits across corporate, distribution, freight, manufacturing, and retail grocery positions, balancing high-volume hourly hiring with corporate and professional searches. The manager develops sourcing strategies, maintains talent pipelines, advises hiring leaders, and oversees recruiting processes, systems, compliance, and reporting. The role also supports employer branding, hiring-manager training, responsible use of AI in recruiting, candidate experience, pre-employment coordination, and onboarding handoffs. The position requires independent management of concurrent searches, sound judgment, discretion, and the ability to respond to changing priorities and deadlines. Work is typically performed in normal office conditions with extended daily computer and phone work. Travel by car to company locations, stores, schools, career fairs, and other recruiting events is required, with occasional overnight travel. Travel by car or plane may be needed to support business needs. The role requires an annual review of the Motor Vehicle Report to establish and continue insurability under company policy.

Requirements

At least 3 years of full-cycle recruiting experience, including high-volume hourly hiring and recruiting for professional and leadership roles.
Proven ability to work independently as a sole or lead recruiter, manage priorities, and handle multiple searches with minimal oversight.
Working knowledge of sourcing techniques, structured interviewing, and hiring-related employment laws, including EEO, FCRA, Form I-9, FLSA, and pay transparency.
Experience administering an applicant tracking system, including automation features, and using data and metrics to improve recruiting results.
Strong digital fluency and a continuous-improvement mindset, with the ability to learn tools quickly and create efficient, repeatable workflows.
Ability to influence and advise hiring managers and leaders, with excellent verbal and written communication skills.
Strong organizational skills, attention to detail, and ability to work with urgency in a fast-paced environment.
Professionalism, integrity, and discretion when handling confidential information.
A results-focused, sales-minded approach and a strong get-it-done mentality.
Ability to travel by car to company locations and recruiting events; occasional overnight travel is required.
Must pass annual Motor Vehicle Report review to establish and continue insurability under company policies.
Ability to sit for prolonged periods and use hands, reach, climb stairs, walk, talk, and hear; occasionally lift or move up to 25 pounds.
Ability to speak, hear, and understand others in English by phone and in person.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Marketing, or a related field; experience may be considered in relation to education.
Experience recruiting across multiple states and familiarity with differing state and local hiring requirements.
Experience with Paylocity Recruiting and Onboarding.
Experience using generative AI tools such as Microsoft Copilot or Claude to improve recruiting speed, quality, and consistency.
Experience with behavioral assessment tools such as Predictive Index, Kolbe, or CliftonStrengths.
SHRM-CP, PHR, or recruiting certification.

Responsibilities

Own and manage full-cycle recruiting for corporate, distribution, freight, manufacturing, and retail grocery positions across PFS and its family of companies.
Partner with hiring managers and leaders to define role requirements, set expectations, recommend recruiting strategies, and guide candidate selection.
Develop and execute proactive sourcing strategies using job boards, social media, AI-enabled tools, networking, employee referrals, schools, workforce development agencies, and community partnerships; assess channel effectiveness.
Meet regularly with leaders across the company’s businesses to understand staffing plans, upcoming openings, and position requirements.
Prioritize and manage concurrent searches, adapting to changing business needs and urgent hiring demands.
Support high-volume hourly hiring for Moser’s stores, including on-site hiring events and store-level recruiting needs.
Build qualified, pre-screened candidate pipelines for recurring and hard-to-fill warehouse, manufacturing, and store positions.
Pre-screen, interview, and assess candidates using structured interviewing practices and behavioral assessment tools.
Negotiate and extend offers within approved compensation ranges, escalating exceptions to the Vice President, Talent Optimization.
Provide timely, professional, and consistent communication to support a strong candidate experience.
Write and maintain job descriptions and create compelling, inclusive job postings.
Design, implement, and improve recruiting processes, tools, and templates.
Administer the Paylocity Recruiting module, maintaining requisitions, postings, templates, applicant workflows, accurate data, and compliant records.
Generate offer letters in Paylocity and move hired candidates into Paylocity Onboarding for handoff to the People Success team.
Partner with Marketing on employer branding and communication about open positions and new hires.
Train and coach hiring leaders on interviewing, selection practices, legally compliant hiring, and responsible AI use in recruiting.
Ensure recruiting practices comply with federal, state, and local employment laws, including EEO, FCRA, Form I-9, and pay transparency requirements.
Manage external recruiting partners, job boards, staffing agencies, and vendors; monitor cost and effectiveness and recommend when outside search support is appropriate.
Plan and represent the company at career fairs, job fairs, school visits, and community recruiting events.
Use and evaluate AI tools and recruiting technology to improve workflow efficiency, quality of hire, and candidate experience while maintaining human oversight and compliance.
Track and report recruiting metrics, including time to fill, source of hire, offer acceptance rate, quality of hire, and 90-day new-hire retention, to the Vice President, Talent Optimization.
Partner with People Success to use turnover and exit interview data to improve hiring decisions and new-hire retention.
Provide leadership and hiring managers with regular updates on recruiting status, challenges, and recommendations.
Monitor labor-market trends and competitive practices and recommend recruiting strategy adjustments.
Coordinate pre-employment requirements, including background checks, pre- and post-hire assessments, and Career History Forms, in accordance with company policy and applicable law.
Partner with People Success on onboarding, I-9 timing, and new-hire readiness.
Support Talent Optimization and People Success projects and initiatives.
Handle confidential information with sensitivity and discretion, and align work with company goals, mission, vision, and core values.
Perform other duties as assigned.