Talent Acquisition Manager – US Channel

Ingram Micro•Buffalo, NY

2d•$125,600 - $213,500•Hybrid

About The Position

At Ingram Micro, our people fuel innovation, growth, and customer success. We're seeking a strategic and hands-on Talent Acquisition Manager to lead recruiting efforts for our US Channel business while directly contributing to hiring outcomes through full-cycle recruiting. The Talent Acquisition Manager is responsible for leading recruitment efforts supporting Ingram Micro's US Channel business. This role manages a small team of recruiters and is accountable for delivering exceptional hiring results while maintaining a personal requisition portfolio for key and strategic positions. The ideal candidate is an experienced people leader with a strong track record of sourcing top talent, building talent pipelines, consulting with business leaders, and driving recruiting excellence through data, accountability, and partnership. This leader will serve as a trusted advisor to hiring managers and HR partners, helping to align workforce planning and talent acquisition strategies with business objectives. In addition to team leadership responsibilities, the Manager will personally manage full-cycle recruitment for select positions.

Requirements

Bachelor's degree or equivalent combination of education and experience.
15+ years of progressive Talent Acquisition experience.
5+ years of leadership experience managing recruiters or talent acquisition teams.
Proven experience carrying a requisition load while leading a recruiting team.
Demonstrated success sourcing passive candidates and building talent pipelines for difficult-to-fill positions.
Experience recruiting for vendor-facing, sales, channel, marketing, customer success, business development, or other GTM roles.
Strong experience partnering with senior business leaders and HR Business Partners.
Experience managing recruiter performance through metrics and KPIs.
Exceptional written and verbal communication skills.
Strong influencing, negotiation, consulting, and stakeholder management capabilities.
Ability to navigate ambiguity and drive results in a fast-paced environment.

Nice To Haves

Experience supporting technology, distribution, channel, or B2B organizations.
Experience working with talent acquisition technologies, sourcing tools, and applicant tracking systems.
Strong understanding of workforce planning, talent intelligence, and market mapping strategies.

Responsibilities

Lead, coach, mentor, and develop a team of recruiters supporting the US Channel business.
Establish clear expectations and hold recruiters accountable for recruiting processes, service levels, compliance requirements, and KPI achievement.
Drive a culture of excellence focused on candidate quality, speed-to-hire, stakeholder satisfaction, and continuous improvement.
Monitor recruiting performance metrics and implement strategies to improve team effectiveness and hiring outcomes.
Ensure consistent execution of recruiting best practices, policies, and operational processes.
Maintain an active requisition load and personally recruit for high-priority, complex, and difficult-to-fill positions.
Develop innovative sourcing strategies to build strong pipelines of passive and active talent.
Source and recruit for niche vendor-facing, channel sales, customer success, marketing, business development, and other GTM roles.
Leverage talent mapping, networking, referrals, social recruiting, market research, and sourcing tools to identify and engage top candidates.
Build sustainable talent communities and pipelines to support future hiring needs.
Serve as a trusted talent advisor to hiring managers and HR Business Partners.
Influence hiring decisions through market intelligence, workforce insights, and data-driven recommendations.
Develop strong partnerships with leaders across the business and HR to ensure alignment on talent priorities.
Provide guidance on competitive compensation strategies and support offer negotiations when appropriate.
Ensure compliance with recruiting processes, policies, and service-level expectations.
Analyze recruiting data and KPIs to identify trends, challenges, and opportunities.
Drive process improvements that enhance efficiency, candidate experience, and hiring manager satisfaction.
Support the optimization of recruiting technologies, talent acquisition programs, and operational workflows.