Talent Acquisition Manager (must work within San Diego County)

Overview The Talent Acquisition (TA) Manager is responsible for managing the operational oversight of the Talent Acquisition team to deliver a robust and seamless candidate experience. This role drives the end-to-end design, implementation, and optimization of recruitment systems and processes, ensuring the team is equipped to meet evolving business needs. As a key strategic partner, the TA Manager collaborates with Association leaders and external vendors to lead high-volume hiring initiatives, campus/vocational outreach, and enterprise-wide process improvement designs. Responsibilities Manages TA operations and scales recruitment strategies for positions that may include high-volume, entry-level, specialized and executive roles overseeing the full lifecycle from strategic posting to selection and onboarding. Creates customized sourcing strategies for high-turnover and hard-to-fill roles, leveraging market data to capitalize on new avenues for talent attraction. Establishes and monitors critical team Key Performance Indicator (KPIs), including Time to Fill and Aged Requisitions, to ensure recruitment efficiencies and data-driven decision-making. Builds and cultivates relationships with work groups, providing tailored talent solutions that align with specific business objectives and long-term goals. Manages and issue spots functionality needs of ATS (e.g., iCIMS) platform, ensuring appropriate security protocols and optimizing user experience for both recruiters and candidates. Oversees large-scale recruitment initiatives, including annual ramps of up to 1,200 employees, ensuring all project deadlines and quality standards are met. Partners with TA Director and the Marketing team to design and implement a comprehensive employer brand strategy, leveraging social media and digital attraction tools and creating programs to increase the candidate pipeline for critical and high-priority positions. Strategically partners with external consultants and vendors to align recruitment processes and manage Request for Proposal (RFP) activities effectively. Provides senior leadership with comprehensive recruitment analytics and actionable insights to address organizational challenges and workforce planning needs. Drives a culture of continuous improvement by developing and implementing refined recruitment models that mitigate risk and enhance candidate engagement. Other duties as assigned. Qualifications Education Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required AND, Years of Experience A minimum of five (5) years of supervisory or management experience in a high-volume Talent Acquisition environment. To include one (1) year experience managing 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. Excellent verbal and written communication and presentation skills and the ability to effectively partner with senior leaders and external partners. Strong understanding of federal and state employment laws, government compliance reporting, and HR data security protocols. High proficiency in essential business software including Microsoft Office suite (e.g., advanced Excel for complex data set manipulation to provide high-level recruitment metrics and workforce analysis). Expertise in directing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards. Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline. Proven ability to lead recruitment teams through system transitions and process shifts while maintaining high morale and performance standards. Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues. Pay Range USD $82,365.08 - USD $98,838.09 /Yr.
Manages TA operations and scales recruitment strategies for positions that may include high-volume, entry-level, specialized and executive roles overseeing the full lifecycle from strategic posting to selection and onboarding. Creates customized sourcing strategies for high-turnover and hard-to-fill roles, leveraging market data to capitalize on new avenues for talent attraction. Establishes and monitors critical team Key Performance Indicator (KPIs), including Time to Fill and Aged Requisitions, to ensure recruitment efficiencies and data-driven decision-making. Builds and cultivates relationships with work groups, providing tailored talent solutions that align with specific business objectives and long-term goals. Manages and issue spots functionality needs of ATS (e.g., iCIMS) platform, ensuring appropriate security protocols and optimizing user experience for both recruiters and candidates. Oversees large-scale recruitment initiatives, including annual ramps of up to 1,200 employees, ensuring all project deadlines and quality standards are met. Partners with TA Director and the Marketing team to design and implement a comprehensive employer brand strategy, leveraging social media and digital attraction tools and creating programs to increase the candidate pipeline for critical and high-priority positions. Strategically partners with external consultants and vendors to align recruitment processes and manage Request for Proposal (RFP) activities effectively. Provides senior leadership with comprehensive recruitment analytics and actionable insights to address organizational challenges and workforce planning needs. Drives a culture of continuous improvement by developing and implementing refined recruitment models that mitigate risk and enhance candidate engagement. Other duties as assigned.
Education Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required AND, Years of Experience A minimum of five (5) years of supervisory or management experience in a high-volume Talent Acquisition environment. To include one (1) year experience managing 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. Excellent verbal and written communication and presentation skills and the ability to effectively partner with senior leaders and external partners. Strong understanding of federal and state employment laws, government compliance reporting, and HR data security protocols. High proficiency in essential business software including Microsoft Office suite (e.g., advanced Excel for complex data set manipulation to provide high-level recruitment metrics and workforce analysis). Expertise in directing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards. Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline. Proven ability to lead recruitment teams through system transitions and process shifts while maintaining high morale and performance standards. Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues.