Senior Manager, Talent Acquisition (must work within San Diego County)

Overview The Senior Talent Acquisition Manager directs the strategic vision and operational execution of enterprise-wide recruitment programs to deliver an exceptional, high-touch candidate experience. This position owns the end-to-end architecture, governance, and continuous optimization of global recruitment technologies, processes, and operating models. Acting as a strategic advisor to executive leadership, the Senior Manager partners with C-suite stakeholders and key vendor partners to design and implement large-scale hiring ramps, institutionalize workforce outreach initiatives, and spearhead transformational change management across the enterprise. Responsibilities Leads the design, implementation, and evaluation of enterprise recruitment strategies to align with overall Association priorities. Develops and implements customized, data-driven sourcing frameworks for high-turnover and hard-to-fill verticals, leveraging deep labor market intelligence and predictive analytics to capitalize on emerging talent attraction channels. Assesses and operationalizes team Key Performance Indicators (KPIs) to lead and mentor a high-performing TA team, fostering professional development and driving a culture of accountability. Cultivates executive-level partnerships across work groups and business units, delivering tailored talent solutions that directly align with enterprise objectives and long-term strategic goals. Administers enterprise ATS (e.g., iCIMS) functionality, governance, and security protocols, ensuring continuous platform optimization and a frictionless digital experience for both recruiters and candidates. Oversees the lifecycle of large-scale, enterprise-level recruitment initiatives and annual hiring ramps, enforcing rigorous project management, strict deadlines, and uncompromised quality standards. Partners with executive leadership and marketing teams to architect and deploy a comprehensive employer brand strategy, leveraging multi-channel digital attraction tools to fortify the candidate pipeline for critical and high-priority positions. Cultivates strategic partnerships with external consultants and vendors, aligning external recruitment processes and managing comprehensive Request for Proposal (RFP) evaluations and contract negotiations. Provides strategic and data-driven recommendations to senior leadership to proactively address organizational challenges, assess recruiting needs, and prioritize high-impact initiatives. Champions a continuous improvement mindset, designing and scaling modernized recruitment models that mitigate compliance risk, eliminate bottlenecks, and maximize candidate engagement. Other duties as assigned. Qualifications Education Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required. Years of Experience A minimum of seven (7) years of management experience in a high-volume talent acquisition environment which must include at least three (3) years of leading large-scale implementations and cross functional teams within a complex, multi-site organization. License & Certifications None Competencies Advanced proficiency in managing Applicant Tracking Systems (ATS), HRIS database management, and leveraging technical tools for direct sourcing Expert-level ability to manipulate complex data sets (Excel) to provide high-level recruitment metrics and workforce analysis. Excellent verbal and written communication and presentation skills and demonstrated the ability to effectively partner with senior leaders and external partners. Expertise in executing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards. Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues. Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline. Pay Range USD $94,719.00 - USD $113,613.00 /Yr.
Leads the design, implementation, and evaluation of enterprise recruitment strategies to align with overall Association priorities. Develops and implements customized, data-driven sourcing frameworks for high-turnover and hard-to-fill verticals, leveraging deep labor market intelligence and predictive analytics to capitalize on emerging talent attraction channels. Assesses and operationalizes team Key Performance Indicators (KPIs) to lead and mentor a high-performing TA team, fostering professional development and driving a culture of accountability. Cultivates executive-level partnerships across work groups and business units, delivering tailored talent solutions that directly align with enterprise objectives and long-term strategic goals. Administers enterprise ATS (e.g., iCIMS) functionality, governance, and security protocols, ensuring continuous platform optimization and a frictionless digital experience for both recruiters and candidates. Oversees the lifecycle of large-scale, enterprise-level recruitment initiatives and annual hiring ramps, enforcing rigorous project management, strict deadlines, and uncompromised quality standards. Partners with executive leadership and marketing teams to architect and deploy a comprehensive employer brand strategy, leveraging multi-channel digital attraction tools to fortify the candidate pipeline for critical and high-priority positions. Cultivates strategic partnerships with external consultants and vendors, aligning external recruitment processes and managing comprehensive Request for Proposal (RFP) evaluations and contract negotiations. Provides strategic and data-driven recommendations to senior leadership to proactively address organizational challenges, assess recruiting needs, and prioritize high-impact initiatives. Champions a continuous improvement mindset, designing and scaling modernized recruitment models that mitigate compliance risk, eliminate bottlenecks, and maximize candidate engagement. Other duties as assigned.
Education Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required. Years of Experience A minimum of seven (7) years of management experience in a high-volume talent acquisition environment which must include at least three (3) years of leading large-scale implementations and cross functional teams within a complex, multi-site organization. License & Certifications None Competencies Advanced proficiency in managing Applicant Tracking Systems (ATS), HRIS database management, and leveraging technical tools for direct sourcing Expert-level ability to manipulate complex data sets (Excel) to provide high-level recruitment metrics and workforce analysis. Excellent verbal and written communication and presentation skills and demonstrated the ability to effectively partner with senior leaders and external partners. Expertise in executing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards. Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues. Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline.