Sr. Manager, Talent Acquisition and Outreach

The Senior Manager, Talent Acquisition and Outreach is responsible for developing and executing enterprise-wide talent acquisition, workforce planning, and employer branding strategies that support organizational growth and long-term business objectives. This position partners with executive leadership and business leaders to identify workforce needs, assess labor market trends, and develop proactive talent strategies to ensure the organization attracts, hires, and retains high-quality talent. The role provides leadership for recruiting, onboarding, outreach, and workforce planning functions while driving continuous improvement, compliance, and operational excellence. This position plays a critical role in building a scalable talent acquisition organization that supports manufacturing growth, operational expansion, and future workforce needs.

Primary Duties:

• Develop and execute enterprise-wide talent acquisition and workforce planning strategies aligned with organizational growth objectives and long-term business needs.

• Partner with executive leadership and business leaders to assess workforce requirements, labor market conditions, talent risks, and recruiting priorities.

• Lead workforce forecasting initiatives to support operational growth, facility expansion, organizational transformation, and evolving workforce demands.

• Establish and monitor key performance indicators, metrics, and reporting tools to evaluate recruiting effectiveness and drive accountability.

• Lead, mentor, and develop talent acquisition professionals responsible for full-cycle recruiting, candidate engagement, and onboarding activities.

• Drive continuous improvement efforts that enhance recruiting efficiency, candidate experience, quality of hire, and overall talent acquisition outcomes.

• Oversee executive and specialized recruiting efforts while supporting succession planning and organizational capability development initiatives.

• Develop and implement employer branding, outreach, and talent community strategies that strengthen the organization's ability to attract future talent.

• Manage talent acquisition budgets, vendor partnerships, and external recruiting relationships while ensuring compliance with applicable employment laws and organizational policies.

• Foster collaboration across business units and human resources functions to support organizational culture, employee experience, and business performance.

• Hires, trains, coaches, counsels, and evaluates performance of direct reports.

Primary duties may include, but are not limited to:

• Analyze workforce and recruiting data to identify trends, opportunities, and areas for improvement.

• Represent the organization at community, educational, industry, and professional networking events to enhance talent pipeline development.

• Support organizational initiatives related to workforce development, diversity of talent pipelines, and employee engagement.

• Performs other duties as assigned.

Education and Experience Requirements:

• Requires a Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field;

• 10+ years of progressive talent acquisition, workforce planning, or human resources experience;

• 5+ years of leadership experience managing recruiting teams in a manufacturing, industrial, engineering, or multi-site operational environment,

• or any combination of education and experience, which would provide an equivalent background.

Preferred:

• Master's degree in Human Resources, Business Administration, or a related field.

• Professional Human Resources, Senior Professional Human Resources, Society for Human Resource Management Certified Professional, or Society for Human Resource Management Senior Certified Professional certification preferred.

• Experience supporting multi-site manufacturing operations and utilizing workforce planning and labor market analytics preferred.

Knowledge, Skills, and Abilities:

• Advanced knowledge of talent acquisition strategies, workforce planning, and recruitment best practices.

• Strong leadership, coaching, mentoring, and team development skills.

• Ability to analyze workforce data, labor market trends, and recruiting performance metrics to support business decisions.

• Excellent verbal, written, presentation, and interpersonal communication skills.

• Strong project management, organizational, and problem-solving abilities.

• Ability to build effective partnerships with executive leadership, business leaders, external partners, and community organizations.

• Knowledge of applicable federal, state, and local employment laws and regulations. Ability to manage multiple priorities and drive results in a fast-paced environment.

Essential Mental and Physical Functions:

• Ability to communicate effectively in person, virtually, and in writing with employees, candidates, leaders, and external partners.

• Ability to analyze complex information, exercise sound judgment, and make strategic business recommendations.

• Frequent sitting, standing, walking, and movement between office, meeting, and operational environments.

• Ability to use a computer and other standard office equipment for extended periods of time.

• Ability to travel periodically to support recruiting, outreach, workforce planning, and business initiatives.

• Ability to manage multiple projects, deadlines, and priorities while maintaining attention to detail.

Work Environment:

• Perform work primarily in an office environment with regular interaction with employees, leaders, candidates, and external partners.

• Periodic visits to manufacturing and operational facilities may be required.

• Regular collaboration across multiple business units, locations, and functional teams.

• Frequent participation in meetings, presentations, recruiting events, and community outreach activities.

• Compliance with all applicable company policies, procedures, and safety requirements.

• Occasional travel may be required to support recruiting, workforce planning, and organizational initiatives.

Disclaimer:

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. This job description is not an exhaustive list of all functions that the employee may be required to perform, and the employee may be required to perform additional functions. The company reserves the right to revise this job description at any time.  The employee must be able to perform the essential functions of the position satisfactorily. If requested, reasonable accommodations may be made to enable employees with disabilities to perform the essential functions of the job, absent undue hardship.