Talent Acquisition Manager

Trescal•Irving, TX

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. Candidates with additional experience in succession planning, workforce planning, organizational development, and learning and development may have the opportunity to expand the role into Recruiting, Training and Development. The position oversees full-cycle recruitment and related pre-employment and post-employment processes, develops sourcing and workforce-planning strategies, advises hiring leaders, manages recruiting systems and accounts, and tracks recruiting performance. It also maintains job descriptions and job architecture, supports employee engagement, ensures proper FLSA classification and employment-law compliance, and partners with HR leadership on organizational development and other HR initiatives.

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 into Recruiting, Training and Development.

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 plans with the company budget and develop related procedures and processes.
Develop targeted recruitment techniques 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, requisition creation, compensation, and sourcing strategies.
Research and recommend new sources for recruiting active and passive candidates.
Conduct talent acquisition activities, including resume and phone screens, interviews, final applicant recommendations, 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.
Build professional relationships with candidates and provide clear position and process information, timely progress updates, interview preparation, and debriefing.
Present qualified candidates to hiring managers with interview recommendations.
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, and monitor comments on sites including 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.