Experienced Hire Talent Acquisition Senior Manager

The Mitre Corporation•McLean, VA

11d•$167,200 - $250,800•Onsite

About The Position

At MITRE, your passion fuels work that impacts our nation and improves lives. This is where your skills strengthen national security, cybersecurity, health, transportation, and citizen services. We’re a nonprofit engineering, applied research, and advanced technology organization working in the public interest. With objectivity and integrity at our core, we lead federally funded research and development centers for U.S. government agencies – collaborating with industry and academia to deliver integrated, high-impact solutions that advance our nation’s health, security, and prosperity. Our people tackle the toughest technical challenges, supported by competitive benefits, meaningful career development, and a culture of innovation, collaboration, and technical excellence. Choose MITRE for a career with purpose — and help shape the future. Summary As the Experienced Hire Talent Acquisition Senior Manager, you will lead the strategy and execution of experienced-hire recruiting across MITRE. Reporting to the Talent Acquisition Director, you will partner with senior business leaders and colleagues across HR, Finance, Communications, and Talent Acquisition to translate workforce demand into actionable hiring strategies and deliver against organizational hiring goals. You will lead experienced-hire recruiting and strategic sourcing, using data and market insights to identify hiring risks, develop recommendations, influence business decisions, and drive execution. You will also develop recruiting teams, establish clear measures of performance, and align recruiting resources to MITRE's highest-priority talent needs. The ideal candidate is a strategic Talent Acquisition leader who can move comfortably between strategy and execution, lead through changing business needs, and influence senior leaders in a complex, matrixed organization.

Requirements

Bachelor's degree and 12+ years of related experience, including significant experience leading and developing Talent Acquisition teams and senior recruiting professionals.
Proven success developing and executing talent acquisition strategies aligned to business priorities, workforce plans, and hiring goals.
Demonstrated ability to use recruiting data, forecasts, and market insights to identify hiring gaps, diagnose challenges, and develop actionable recommendations and plans.
Proven ability to influence senior business leaders, drive decisions, and lead organizational change in a complex, matrixed environment.
Demonstrated experience leading through changing business demands and driving operational improvements that improve hiring outcomes and recruiter effectiveness.
Demonstrated experience building and leading a strategic sourcing function and developing proactive talent pipelines for critical, difficult-to-fill, and high-volume talent needs.
Strong executive communication, presentation, and relationship-building skills.
Experience using Workday, Phenom, or similar recruiting technology and analytics platforms to support recruiting and sourcing strategies.
Ability to travel occasionally; requires a minimum of 3 days a week on-site.

Nice To Haves

5+ years of experience supporting government contracting, federally funded research and development, national security, or similar talent environments.
Ability to obtain and maintain a Top Secret security clearance. Per the U.S. Government’s eligibility requirements, you must be a U.S Citizen to be considered for a security clearance.
Experience recruiting cleared talent, particularly for difficult-to-fill technical roles and skill sets.
Experience leading large-scale or high-volume recruiting initiatives.
Experience partnering with Finance, workforce planning, and business leaders to translate hiring forecasts and workforce demand into recruiting plans.
Experience leading a recruiting team through significant process, technology, or operating-model change.

Responsibilities

Own the development and execution of experienced-hire recruiting strategies aligned to workforce plans, hiring targets, critical skills, and business priorities.
Partner with senior business leaders and workforce planning partners to understand hiring forecasts, identify gaps and risks, and translate workforce demand into actionable recruiting plans.
Use recruiting data, pipeline metrics, forecasts, and market insights to evaluate hiring performance, identify barriers, develop recommendations and action plans, and adjust strategies when results are not on track.
Advise and influence senior leaders on hiring priorities, talent availability, barriers, and tradeoffs.
Anticipate hiring challenges and proactively bring forward solutions and decisions needed to achieve hiring goals.
Lead and develop experienced-hire recruiting teams, with clear accountability for recruiter productivity, quality, hiring outcomes, stakeholder partnership, and candidate experience.
Build and lead the strategic sourcing function, developing proactive talent pipelines for critical, cleared, difficult-to-fill, and high-volume talent needs.
Drive operational excellence within experienced-hire recruiting by identifying opportunities for improvement and partnering across Talent Acquisition to implement, adopt, and measure solutions.
Partner with Marketing and Talent Acquisition to develop targeted candidate attraction strategies aligned to priority talent needs.
Leverage recruiting technology and analytics to improve sourcing effectiveness, recruiter productivity, and hiring outcomes.