Talent Acquisition Manager

Trescal Inc.•Howell, MI

9d•Onsite

About The Position

The Talent Acquisition Manager leads talent acquisition activities and partners closely with business leaders to attract, hire, develop, and retain talent. The role serves as a strategic HR partner and ensures programs align 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, and learning and development, the position may expand to include recruiting, training, and development. The role also maintains job descriptions and job architecture, supports employee engagement, ensures appropriate FLSA classification and employment-law compliance, and partners with HR leadership on organizational development and HR projects.

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.
Additional experience in succession planning, workforce planning, organizational development, and 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 channels.
Consult with leaders, hiring managers, and the HR team on position descriptions, requisitions, compensation, and sourcing strategies.
Provide relevant industry and market data to support sourcing strategies.
Research and recommend new sources for active and passive candidate recruiting.
Conduct recruiting activities, including resume and phone screens, interviews, recommending final applicant selections, and closing qualified candidates.
Place 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 professional relationships with candidates and provide candidate care, including clear position and process information, timely updates, interview preparation, and debriefing.
Present qualified candidates and interview recommendations to hiring managers.
Report on recruitment metrics, monitor performance, and drive achievement of 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.
Ensure consistency and alignment of job titles across the organization.
Support employee-engagement initiatives, including surveys, action planning, and follow-up activities.
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.