Talent Systems Manager

CONA Services•Fox Chapel, PA

3d•Onsite

About The Position

ABARTA Coca-Cola Beverages is a family-owned company committed to being a visible, engaged partner to the customers and communities we serve. We value diversity and individuality and when you thrive, we thrive. ABARTA offers the perks of a large corporation with the personalized touch of a smaller company. We are a workplace that encourages sharing ideas in a supportive environment, growing professionally, maintaining a healthy work/life balance, and interacting with all levels of the organization. We would love for you to become a part of our family to help make our vision of Quenching the Thirst of Our Neighbors a reality! The Talent Systems Manager is a people leader and strategic owner of ABARTA’s enterprise recruiting and onboarding operations. This role has direct management responsibility for the full Talent Acquisition team and serves as the functional owner of recruiting and onboarding systems. Partnering closely with HR leadership, HRIS, Legal, IT, and business leaders, the Talent Systems Manager sets direction for how recruiting is delivered across the organization while driving system optimization, process standardization, and change adoption as part of enterprise HR transformation initiatives. This position balances people leadership, recruiting strategy, and talent systems ownership to deliver scalable, compliant, and high‑quality hiring outcomes across all locations.

Requirements

Bachelor’s degree in Human Resources, Business, Information Systems, or related field.
5–7 years of progressive experience in recruiting, talent operations, or HR systems in a complex or multi‑site environment.
Demonstrated experience managing and leading a full Talent Acquisition team.
Hands‑on experience administering ATS and onboarding platforms.
Experience supporting HR transformation, system implementations, or enterprise process redesign.
Strong knowledge of employment law, compliance requirements, and Affirmative Action programs.
Proven ability to drive change, influence stakeholders, and balance strategic leadership with operational execution.
Strong analytical skills with the ability to translate data into actionable insights.

Nice To Haves

SAP SuccessFactors strongly preferred

Responsibilities

Lead and manage the entire Talent Acquisition team, including recruiters and recruiting support roles.
Set vision, priorities, and performance expectations for the TA function in alignment with business and HR strategy.
Oversee team capacity planning, workload distribution, and recruiting delivery organization‑wide.
Coach, mentor, and develop recruiters to strengthen recruiting effectiveness, business partnership, and system proficiency.
Conduct performance management activities, including goal setting, feedback, and development planning.
Serve as the escalation point for complex recruiting, system, or compliance issues.
Foster a culture of accountability, continuous improvement, and data‑driven decision making.
Lead enterprise recruiting strategy while maintaining hands‑on oversight of critical, management, and leadership‑level searches.
Partner with business leaders to translate workforce needs into effective hiring strategies and timelines.
Establish consistent standards for job intake, interview workflows, candidate assessment, and selection.
Provide labor market insights and hiring recommendations informed by recruiting data and trends.
Ensure recruiting practices align with compliance requirements, diversity goals, and workforce plans.
Serve as the functional owner of SAP SuccessFactors Recruiting and Onboarding.
Establish and enforce standards for system usage, workflows, and data integrity across the TA team.
Partner with HRIS and IT on system enhancements, integrations, releases, and roadmap planning.
Ensure recruiters are trained, proficient, and compliant in system usage.
Leverage system capabilities to improve recruiter efficiency, visibility, and candidate experience.
Lead recruiting‑related components of enterprise HR transformation initiatives.
Drive adoption of standardized, technology‑enabled recruiting and onboarding processes.
Assess current workflows and identify opportunities for automation, simplification, and scalability.
Lead change management efforts impacting recruiters, hiring managers, and HR partners.
Oversee enterprise onboarding strategy and execution using SAP SuccessFactors Onboarding.
Partner with HR and operations to ensure seamless candidate‑to‑employee transitions.
Monitor onboarding completion and early‑tenure outcomes to support engagement and retention.
Ensure recruiting operations comply with federal, state, and local employment laws.
Partner with Legal and HR leadership on Affirmative Action planning and reporting.
Maintain recruiting governance, documentation, and audit readiness.
Train and hold recruiters and hiring managers accountable to compliant recruiting practices.
Lead TA team execution of employer branding initiatives.
Support diversity recruiting strategies and monitor pipeline and hiring outcomes.
Build relationships with community and diversity‑focused organizations.
Monitor team‑level and enterprise recruiting metrics (e.g., time‑to‑fill, pipeline health, source effectiveness).
Use data to guide staffing decisions, process improvements, and system enhancements.
Provide executive‑level insights into recruiting performance, risks, and trends.
Lead continuous improvement initiatives across TA operations and systems.