Talent Acquisition Program Manager

Towne Park•Plymouth Meeting, PA

1d•Hybrid

About The Position

The Talent Acquisition Program Manager holds two connected responsibilities: full-cycle recruiting for salaried and hourly roles across Towne’s West region, and design and execution of the enterprise talent acquisition programs that make hiring faster and more consistent everywhere. On the recruiting side, this position partners directly with West operations leaders to fill field and market leadership roles and to keep frontline hiring moving through the always-on model. On the program side, it translates talent acquisition strategy into scalable programs, tools, and partnerships — recruitment marketing, hiring technology, vendor management, and talent pipelines — and brings what it learns in the field back into how we hire company-wide.

Requirements

Bachelor’s degree in Human Resources, Business, Marketing, or a related field; OR equivalent combination of education and experience
Five to seven (5-7) years of combined experience in full-cycle recruiting and talent acquisition program or project management; OR equivalent combination of education and experience
Demonstrated experience recruiting both exempt/salaried and high-volume hourly roles, preferably across multiple states or markets
Demonstrated success independently managing cross-functional programs or projects from planning through implementation, adoption, and evaluation
Working knowledge of full-cycle recruiting, sourcing channels, and applicant tracking systems
Working knowledge of recruitment marketing and job board economics, including cost per click, cost per applicant, and sourcing channel performance
Understanding of employment-related compliance requirements as they relate to hiring practices, record keeping, and vendor agreements
Strong sourcing, interviewing, and candidate assessment skills, with the ability to evaluate candidates consistently against defined role requirements
Strong project management skills, including timeline development, milestone and stakeholder accountability, risk management, meeting facilitation, and status reporting
Computer proficiency and technical aptitude with an ability to utilize MS Office (Excel, Word, Outlook, PowerPoint), applicant tracking and recruiting technology platforms, and reporting tools
Ability to analyze quantitative and qualitative data, translate findings into clear recommendations, and present them to leaders
Ability to balance an active requisition load with program deliverables, managing several priorities simultaneously while working under pressure to meet deadlines
Ability to build relationships and influence without direct authority across corporate and field teams and with external partners
Excellent written, verbal, and presentation skills to effectively address candidates, associates, leaders, and external partners
Ability to work flexible hours, including evenings and weekends as needed to support hiring events and program deadlines
Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures

Nice To Haves

project or program management certification (PMP, CAPM) or HR certification (PHR, SHRM-CP) is desired
Experience supporting a geographically distributed, multi-site hiring environment is desired
Experience managing external vendors, contracts, and program budgets is desired
Familiarity with West region labor markets, wage dynamics, and state-specific hiring and pay transparency requirements is desired

Responsibilities

Leads full-cycle recruitment for salaried and hourly roles across the West region. Partners with operations leaders to define hiring needs, builds and executes sourcing strategies, screens and interviews candidates, and guides hiring managers through selection, offer, and close for Account Manager, Associate Manager, and other field and market leadership positions.
Runs the always-on posting model and high-volume candidate pipeline for frontline roles, managing requisition and candidate flow through the applicant tracking system and automated screening and scheduling tools.
Monitors time-to-on-site, applicant flow, and fill rates by location, escalates roadblocks to Talent Acquisition leadership, and intervenes early where hiring is at risk.
Leads the design, launch, and ongoing management of enterprise talent acquisition programs, including the always-on hiring model, hiring playbooks, and process standards used across all regions.
Builds project plans, milestones, and clear ownership, and proactively manages risks, dependencies, and competing priorities across corporate and field stakeholders.
Manages talent acquisition vendors and partners, including job boards, sourcing platforms, recruiting technology, and staffing suppliers — defining requirements, partnering with Procurement and Legal on contracts and renewals, tracking key performance indicators and service level agreements, validating invoices, and monitoring spend against budget.
Partners with Marketing to execute recruitment marketing campaigns and keep candidate-facing content accurate, current, and on brand.
Develops rollout and adoption plans for new programs, processes, and tools, and creates toolkits, training materials, job aids, and FAQs.
Facilitates briefings and working sessions that build hiring capability among recruiters, hiring managers, and field operations leaders, with particular focus on interview quality and selection consistency across the West region.
Gathers feedback, monitors adoption, and recommends adjustments.
Defines success measures and reports on both West region hiring results and enterprise program performance, including source effectiveness, cost per applicant, cost per hire, time-to-fill, time-to-on-site, and candidate experience.
Analyzes quantitative and qualitative data to identify trends, gaps, and opportunities, and provides recurring updates and recommendations to talent acquisition and operations leadership.