Talent Engagement & Community Manager

Jet Aviation•Teterboro, NJ

1d•$90,000 - $120,000•Hybrid

About The Position

The Talent Engagement & Community Manager strategically leads the design, development, and continuous advancement of talent management and community engagement programs that support both immediate hiring priorities and long-term workforce planning objectives. Serving as a key connector across Staffing and recruitment teams, this role fosters strong two-way communication, trust, and alignment while ensuring talent engagement strategies are closely aligned with business needs, market conditions, and future capability requirements. This role strengthens the organization’s access to high-quality talent by proactively identifying, attracting, engaging, and cultivating relationships with prospective candidates across critical skill areas and priority talent segments. Through the creation of diverse talent pipelines, targeted talent communities, and multi-channel outreach strategies—including existing systems, social media, career fairs, professional associations, networking events, and broader community partnerships—the Talent Engagement & Community Manager expands the organization’s presence in key talent markets, elevates candidate engagement, enhances employer visibility, and creates sustainable pathways for attracting, developing, and connecting talent. Additionally, this role leverages talent insights, engagement trends, and partnership outcomes to inform recruitment strategies, improve pipeline effectiveness, and ensure talent communities remain active, relevant, and aligned to evolving workforce needs. This role is an office-based position, on a hybrid schedule, working at least four times weekly from the office. Our ideal candidate will work from the locations listed below, and travel as needed for client interaction, team collaboration and events. PBI: The baseline range for this exempt position, will be $90k - $100k annually, and is based on your regional location. TEB: The baseline range for this exempt position, will be $110k - $120k annually, and is based on your regional location. SDL: The baseline range for this exempt position, will be $95k - $105k annually, and is based on your regional location.

Requirements

Bachelor’s degree in Human Resources, Business, Communications, Marketing, or a related field, or equivalent relevant experience.
Experience in talent acquisition, recruiting, sourcing, staffing, candidate engagement, community outreach, or related relationship-building roles.
Demonstrated ability to build and maintain talent pipelines using multiple sourcing and outreach channels.
Experience managing professional social media channels and using digital platforms to support recruiting or talent engagement objectives.
Experience using recruiting technologies such as ATS, CRM platforms, LinkedIn, and other sourcing tools.

Nice To Haves

Experience supporting proactive sourcing and pipeline-building initiatives for specialized or hard-to-fill positions.
Strong familiarity with social media recruiting, employer branding, and event-based talent engagement strategies.
Experience representing an organization in external talent forums, associations, schools, workforce programs, or recruiting events.
Has a pleasant, friendly, and helpful manner to deliver the best experience to customers and colleagues
Quality driven with a passion for excellence to represent Jet Aviation as a Brand Ambassador
Demonstration of and commitment to Jet Aviation values (Trust, Honesty, Alignment, Transparency)

Responsibilities

Own, develop, implement and continuously evolve the strategy to build talent pipelines for current and future hiring needs across targeted functions, skill sets, and locations.
Build, engage, and maintain external talent communities through proactive outreach, relationship management, and ongoing communication with prospective candidates.
Create a candidate engagement framework that defines how prospective talent is contacted, nurtured, re-engaged, and converted over time.
Lead community outreach efforts that support talent engagement, including participation in local events, educational partnerships, workforce development initiatives, professional associations, and industry networking opportunities.
Establish and maintain relationships with community organizations, schools, training programs, veteran groups, industry associations, and other external partners to strengthen long-term talent pipelines.
Represent the organization at career fairs, industry events, association meetings, community events, and networking opportunities to expand visibility and strengthen external talent connections. This will require up to 50% of travel.
Manage the organization’s talent-focused social media strategy & presence across all relevant channels, ensuring content is aligned with recruiting priorities, employer brand messaging, and audience engagement goals.
Develop, coordinate, and maintain social media outreach strategies that attract candidates, promote employment opportunities, and enhance engagement with target talent communities.
Monitor social channel activity, engagement trends, and audience interactions, and recommend improvements to strengthen reach, responsiveness, and effectiveness.
Leverage a variety of sourcing and engagement methods, including internal systems, applicant tracking systems, CRM tools, social media platforms, career fairs, professional associations, networking events, referrals, and other talent attraction channels.
Identify and engage passive candidates to create stronger pipelines for high-priority, niche, or hard-to-fill roles.
Partner with Staffing teams, hiring managers, and HR stakeholders to understand workforce needs and align talent engagement efforts with hiring priorities.
Champion the candidate experience across pre-applicant engagement by ensuring individuals in talent communities receive timely communication, relevant information, and a professional experience even before applying for a specific role.
Establish metrics and reporting for talent engagement effectiveness by tracking pipeline health, engagement rates, conversion rates, source effectiveness, community growth, event ROI, and candidate responsiveness.
Monitor and report on pipeline health, outreach effectiveness, social media performance, and engagement outcomes, and recommend improvements based on results.
Contribute to employer visibility and talent attraction efforts through consistent external messaging and relationship-based outreach.
Own the candidate lifecycle within talent pools, ensuring prospective candidates are effectively identified, segmented, tracked, and nurtured from initial engagement through potential conversion to active opportunities.
Maintain consistent and meaningful candidate engagement by developing structured follow-up strategies, personalized communications, and touchpoints that keep talent informed, interested, and connected to the organization.
Ensure timely follow-up and relationship management with candidates in talent communities, partnering with recruitment teams to monitor candidate readiness, evolving interests, and alignment with current or future hiring needs.
Continuously evaluate and refresh talent pools to ensure candidate information remains current, engagement levels are maintained, and pipelines reflect the organization’s evolving workforce priorities.
Represent Jet Aviation as one company internally and externally with industry groups, regulatory bodies, and the General Dynamics network.