Senior Manager, Talent Acquisition

JOB SUMMARY

The Senior Manager, Talent Acquisition leads Valmark's full-cycle talent acquisition strategy and execution. Approximately 75% to 80% of the role is dedicated to leading proactive recruiting for Valmark and supporting Valmark RightFit searches, with accountability for sourcing, candidate quality, hiring speed, hiring-manager communication, and complete pipeline visibility in Crelate. This role requires a driven, proactive, and persistent recruiter who creates momentum, actively sources passive candidates, challenges stalled searches, and moves candidates and hiring managers toward timely decisions. Approximately 20% to 25% of the role is dedicated to additional HR responsibilities during periods of lower recruiting demand, including administering the performance-management process, coordinating employee training and development programs, and supporting other talent-related initiatives.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

1. Core Talent Acquisition

· Lead proactive, full-cycle recruiting for Valmark and support Valmark RightFit searches, from search strategy and sourcing through screening, interviewing, selection, offer development, and candidate close.

· Develop and execute creative sourcing strategies to identify and engage active and passive candidates for critical and difficult-to-fill positions.

· Gain a deep understanding of each position and its requirements to effectively assess candidate fit and deliver high-quality talent.

· Work closely with hiring managers to clarify position requirements, establish recruiting plans, provide candid market feedback, and maintain urgency throughout each search.

· Drive recruiting activity through persistent follow-up, decisive recommendations, and accountability for timely next steps and decisions.

· Deliver a responsive, professional candidate experience that strengthens Valmark's employment brand.

· Maintain complete, accurate, and current candidate and search information in Crelate so hiring managers and HR leaders have clear pipeline visibility.

· Use recruiting metrics and market data to evaluate results, identify barriers, and continuously improve hiring speed and candidate quality.

2. NextGen Advisor Pathway and College Recruiting

· Assist with recruiting for Valmark's NextGen Advisor Pathway and other early-talent pipelines, including internships and entry-level opportunities.

· Develop and sustain relationships with colleges, universities, career centers, faculty, student organizations, and other campus partners.

· Represent Valmark at career fairs, recruiting events, networking functions, classroom presentations, and other college-based activities.

· Create targeted outreach strategies that build awareness of Valmark and generate strong, diverse candidate pipelines.

· Coordinate recruiting-event planning, travel, materials, communications, candidate follow-up, and related logistics.

· Evaluate college recruiting partnerships and event outcomes and adjust the strategy to improve results.

3. Additional HR Responsibilities (Approximately 20% to 25%)

· Administer Valmark's performance-management process, including coordinating the annual review cycle, timelines, communications, tools, and follow-up.

· Coordinate employee training and development programs, including scheduling, communications, materials, vendor coordination, participation tracking, and program evaluation.

· Support leaders in setting clear expectations, providing timely feedback, addressing performance concerns, and reinforcing accountability.

· Support talent-related initiatives that strengthen employee development, manager effectiveness, and the employee experience.

· Identify process gaps and opportunities, recommend practical solutions, and move approved improvements from concept through implementation.

· Develop practical tools, resources, communications, and training that help leaders and employees understand and use HR programs and processes.

· Research industry trends and best practices and use data and stakeholder feedback to improve recruiting, performance management, training, and other talent initiatives.

· Perform other duties and special projects as assigned.

CORE COMPETENCIES

· Recruiting Drive and Results Orientation: Pursues talent with urgency, persistence, confidence, and a strong commitment to results.

· Proactive Sourcing: Builds networks and uses creative approaches to engage passive candidates and develop talent pipelines.

· Influence and Assertiveness: Provides clear recommendations, respectfully challenges delays or assumptions, and moves decisions forward.

· Initiative and Ownership: Anticipates needs, acts without waiting for direction, and follows through until the work is complete.

· Talent Program Support: Helps leaders and employees understand and use performance-management, training, and other talent programs.

· Relationship Building: Establishes credibility with candidates, hiring managers, colleges, employees, leaders, member offices, and external partners.

· Communication: Demonstrates exceptional written, verbal, facilitation, presentation, and negotiation skills.

· Project Management: Successfully manages multiple searches and initiatives while maintaining organization, pace, and follow-through.

· Adaptability: Thrives in a fast-paced environment, shifts priorities quickly, and remains responsive when travel or business needs arise with little notice.

· Continuous Improvement: Uses data, feedback, and sound judgment to strengthen recruiting and other talent-related programs and processes.

· Technology: Proficiency with applicant tracking systems, including the ability to maintain accurate candidate records and pipeline visibility in Crelate, and with other recruiting and HR technologies.

· Technology Advancement: Demonstrated ability to stay current on emerging technologies, including AI-enabled tools, and apply them appropriately to improve recruiting, communication, and HR processes.

REQUIRED EDUCATION AND EXPERIENCE

· Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.

· Five to seven years of talent acquisition experience, including significant responsibility for full-cycle recruiting.

· Demonstrated success proactively sourcing and recruiting passive candidates and filling critical or difficult-to-fill positions.

· Strong interviewing, relationship-building, influencing, negotiation, and collaboration skills.

· Experience using applicant tracking systems to maintain accurate candidate records, workflow, and pipeline visibility.

· Ability and willingness to travel occasionally, including overnight travel.

PREFERRED EDUCATION AND EXPERIENCE

· Experience administering performance-management processes and coordinating employee training or development programs.

· Experience recruiting for a broad range of professional, technical, and leadership roles.

PHYSICAL DEMANDS

· This is a largely sedentary role that also requires occasional travel to colleges, career fairs, recruiting events, member offices, and other business locations. Travel may include overnight stays.

EXPECTED HOURS OF WORK

· Typical workdays are Monday through Friday, with hours from 8:30 a.m. to 5:00 p.m.

· Flexibility in working hours is required to support recruiting events, travel, networking functions, employee training and development programs, and other business activities that may occur outside normal business hours.

· Up to two (2) days work from home per week, per Company policy.

Valmark reserves the right to modify, interpret, or apply this job description in any way the Company desires. This job description in no way implies this is an all-inclusive list of responsibilities to be performed by the Employee in this position. This job description is not an employment contract, implied or otherwise. The employment relationship remains “at-will”.