Talent Manager

Sedron Technologies•Bellingham, WA

3h•$105,000 - $140,000

About The Position

The Talent Manager owns Sedron’s talent acquisition function end to end, from workforce planning and requisition management through offer, orientation, and a new hire’s first days. Reporting to the Chief People Officer and working closely with the Director of People Operations, this role sets recruiting strategy, leads hiring for senior and specialized roles, partners on external recruiting firms, and is accountable for an excellent candidate experience that reflects Sedron’s employer brand. The position has location flexibility, with preference for candidates near Sedron’s offices in Sedro-Woolley, Washington; Bellingham, Washington; or Chicago, Illinois. Remote employees should expect to travel to an office approximately once per quarter. The position requires approximately 15% travel to support Sedron facilities and recruiting activities. The Talent Manager leads full-cycle recruiting for senior, leadership, technical, engineering, skilled-trade, field operations, and corporate roles; advises executives and hiring managers; owns candidate experience and interview processes; and coordinates recruiting vendors, offers, and new-hire handoffs. The role also manages recruiting systems and data, reporting, compliance, and collaboration with People & Culture and cross-functional teams. There are no direct reports at this time. Career progression may be determined by performance, certifications, and supervisor discretion. Candidates must be U.S. citizens or legal permanent residents; employment visa sponsorship is unavailable. Applicants are subject to applicable pre-employment drug testing and a background check after a conditional offer. Sedron is an Equal Opportunity Employer.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
At least 7 years of full-cycle recruiting experience, including senior- or leadership-level searches and recruiting for engineering, manufacturing, or technical/industrial roles.
At least 2 years owning a recruiting program, managing agency or search partners, or leading hiring for a business unit.
Advanced proficiency with an HRIS/ATS; experience with Rippling is strongly preferred.
Proficiency with LinkedIn Recruiter and other sourcing tools.
Strong working knowledge of Microsoft Office or Google Workspace and comfort building reports and dashboards.
Executive presence, strong verbal and written communication, sound judgment, and discretion with confidential information.
Ability to manage competing priorities in a fast-growing, deadline-driven environment.
Must be a U.S. citizen or legal permanent resident; employment visa sponsorship is not available.
Ability to meet the essential functions of the position.
Applicants are subject to applicable pre-employment drug testing and a background check after receiving a conditional offer.

Nice To Haves

PHR, SPHR, SHRM-CP, SHRM-SCP, or AIRS certification; preferred but not required.
Thorough knowledge of employment law and compliant hiring practices, including EEO, ADA, and pay transparency regulations.
Demonstrated ability to build and improve a talent acquisition function, including process design, metrics, and agency partnerships.
Ability to influence and advise senior leaders and hiring managers and build strong relationships with candidates and cross-functional partners.
Strong negotiation and offer-closing skills, with working knowledge of compensation practices and market benchmarking.
Skill in designing and facilitating training and orientation programs for varied audiences.
Ability to assess technical and cultural fit for engineering, manufacturing, and corporate roles.
Strong organization and attention to detail when managing logistics, travel, and multiple open requisitions.

Responsibilities

Own the talent acquisition function, including strategy, process, tools, budget inputs, and results.
Forecast hiring needs and prioritize requisitions with the Director of People Operations and department leaders, supporting facility launches and company growth.
Develop and improve standardized, scalable hiring processes, templates, and service levels across departments and locations.
Lead employer branding and recruitment marketing, including careers-page content, job postings, social media, and participation in industry events, career fairs, and schools.
Lead full-cycle recruiting for senior, leadership, and hard-to-fill technical roles, including intake, sourcing, assessment, interview design, references, and offer close.
Oversee recruiting for engineering, skilled-trade, field operations, and corporate positions, maintaining candidate pipelines for critical and recurring roles.
Advise executives and hiring managers on market conditions, candidate availability, role design, and selection decisions.
Own the candidate experience from first contact through offer acceptance and Day 1, ensuring timely, transparent, and professional communication.
Coordinate candidate travel for on-site interviews, including flights, lodging, ground transportation, itineraries, and expenses in accordance with travel policy.
Plan on-site interview days, facility and shop tours, and leadership meetings for candidates.
Gather candidate and new-hire feedback, monitor experience metrics, and improve the process based on findings.
Partner with the Chief People Officer on selecting external recruiters, search firms, and staffing agencies, including fee structures, scope, and performance expectations.
Coordinate and direct the work of contract recruiters and agency partners with the Chief People Officer; serve as their day-to-day contact and ensure alignment with role requirements, Sedron’s brand, and compliance standards.
Track vendor performance, spending, and outcomes, and recommend changes to the agency mix as business needs evolve.
Support People & Culture in coordinating and delivering New Hire Orientation, including scheduling, materials, presenters, facility tours, and first-week itineraries.
Partner with hiring managers, IT, Facilities, EHS, and Payroll & Benefits to prepare and equip new hires before Day 1.
Ensure a smooth handoff from candidate to employee and conduct early check-ins to support engagement and retention.
Design and deliver hiring-manager and interviewer training on structured interviewing, competency-based assessment, bias mitigation, candidate experience, and legally compliant practices.
Build interview guides, scorecards, and evaluation frameworks, and coach interview panels to make calibrated, consistent, and well-documented decisions.
Coordinate compensation reviews with the Director of People Operations, including market benchmarking, salary range recommendations, internal equity checks, and offer approvals.
Prepare and negotiate offers within approved ranges and advise on leveling, sign-on, and relocation considerations.
Provide hiring-needs analysis and headcount input for budgeting and workforce planning.
Own requisitions in Rippling, including creation, approvals, postings, candidate stages, offers, and transition to onboarding.
Maintain accurate, current requisition records and data integrity across the hiring workflow.
Report recruiting KPIs, including time-to-fill, pipeline health, source effectiveness, offer acceptance, agency spend, and candidate experience, to the Chief People Officer, Director of People Operations, and leadership.
Maintain compliance with applicable employment laws, recordkeeping requirements, and Sedron’s equal employment opportunity practices throughout hiring.
Participate in People & Culture projects and process improvements as needed.
Partner with the Chief People Officer in directing contract recruiters, search firms, and staffing agencies, and lead hiring teams through the selection process.