Talent Acquisition Manager, Salary

Towne Park•Plymouth Meeting, PA

1d•$128,000 - $141,000•Hybrid

About The Position

The Talent Acquisition Manager, Salary leads the team that fills Towne’s field leadership roles across every region we serve. This role coaches and develops a team of Recruiters, sets the standard for how we assess and select leaders who can run a location, grow an account and build a team, and ensures Towne always has a ready bench of Operations leaders. It’s a role built on judgment and rigor: consistent, capability-based assessment, candid partnership with senior leaders, and a clear view of where Towne’s next leaders will come from. From coaching a partner through a confidential Director search to advising executives on succession and bench strength, this role makes every leadership hire Towne’s next wow moment.

Requirements

Bachelor’s degree in Human Resources, Business Administration or a related field required; Master’s degree or equivalent advanced coursework preferred.
Equivalent combination of education, training and/or experience will be considered in lieu of a degree.
No specific licensure or certification is required for this role.
Minimum of 7 years of full-cycle recruiting experience, including at least 3 years recruiting salaried, multi-unit or senior management roles and at least 2 years in a recruiting leadership or supervisory capacity, ideally within hospitality, healthcare, commercial real estate or another multi-site service industry.
Proven track record leading a team of recruiters through management-level and confidential searches, and advising senior operations leaders on hiring decisions, bench strength and succession across multiple regions.
Proven leadership and coaching skills, with the ability to build, motivate and develop a team of Recruiters while acting as a trusted advisor to executive and regional leaders on leadership hiring, bench strength and succession.
Deep expertise assessing leadership talent – structured, capability-based interviewing, behavioral assessment and calibrated debriefs – with the judgment to distinguish a strong operator from a strong interviewer.
Skilled at coaching and developing recruiters, with the ability to set goals, provide feedback, calibrate assessment quality and manage performance.
Strong executive-level communication and influencing skills; comfortable advising, and when necessary challenging, senior leaders on candidate slates, selection decisions, offers and role design.
Proficiency with applicant tracking systems (ATS), candidate relationship management (CRM) and recruiting analytics tools, and advanced sourcing platforms such as LinkedIn Recruiter; experience building talent maps and passive-candidate pipelines for management roles.
Experience managing search budgets and retained and contingent agency relationships, and structuring and negotiating salaried offers, including base, bonus and relocation, in partnership with Compensation.
Working knowledge of employment law and compliance requirements for salaried hiring, including EEO, ADA, FLSA exemption classification, background checks and non-compete and non-solicitation considerations.
Discretion and sound judgment handling confidential searches, internal promotions and leadership transitions.

Nice To Haves

Master’s degree or equivalent advanced coursework preferred.
PHR, SHRM-CP, or SHRM-SCP certification is preferred, though not required.

Responsibilities

Lead, coach and develop a team of Recruiters focused on management hiring, setting clear goals, calibrating assessment quality and providing ongoing feedback and growth opportunities.
Partner with regional operations leaders and HR Business Partners to forecast leadership needs from growth, new site openings, promotions and turnover, and translate them into a proactive hiring plan across all regions.
Own end-to-end recruitment for salaried management roles, ensuring partners run structured, consistent searches – including confidential searches – that meet quality-of-hire, time-to-fill and cost targets; personally lead Director-level and other critical searches.
With the Sourcer and TA Program Manager, build proactive external pipelines of proven operations leaders through market mapping, industry networks and referrals, and integrate internal succession candidates into every search.
Own Towne’s field leadership selection process – structured interview guides, capability-based assessments, panel interviews and debriefs anchored in Towne’s Leadership Capabilities – and equip hiring managers to interview and select leaders consistently.
Analyze and report leadership hiring metrics – time-to-fill, internal fill rate, offer acceptance, source effectiveness and first-year retention of new leaders – to senior leadership, using data to refine strategy and partner performance.
Partner with HR leadership, Compensation, Operations and Legal to ensure compliant, consistent hiring practices for salaried roles, including offer approvals, background checks, relocation and hiring from competitors.