manager talent acquisition

Vallen

<div><p><b>Position Summary:</b></p>
<p>
Join the Vallen team as the Manager- Talent Acquisition. This role will be responsible for leading and managing the full-cycle recruitment process to attract, identify, and hire top talent for Vallen. This role partners closely with, the recruiting team, hiring managers, and leadership to understand workforce needs, develop effective recruiting strategies, and ensure a positive candidate experience. The Manager- Talent Acquisition oversees sourcing, interviewing, and selection processes while ensuring compliance with company policies and employment regulations. Additionally, this role manages the recruiting team, track hiring metrics, and implement initiatives that improve recruitment efficiency and strengthen the organization's talent pipeline.</p>
<p>
</p><p><b>Essential Job Duties and Responsibilities:</b></p>
<ul>
<li>Reports to the Vallen Global CHRO</li>
<li>Responsible for building/articulating/driving the overall US Vallen Talent Acquisition strategy to attract top talent into the organization.</li>
<li>This is a highly visible role within the centralized Talent Acquisition function that requires strong collaboration with hiring managers, HR Business Partners and all HR team members</li>
<li>Responsible for full cycle Talent Acquisition, up to and including individual requisitions at the professional level and confidential searches.</li>
<li>Develop creative approaches to support the Talent Acquisition Roadmap in identifying and attracting qualified, diverse, active and passive candidates for open positions and future opportunities.</li>
<li>Assess future hiring needs through proactive People Planning activities and understands key metrics to meet hiring goals</li>
<li>Measure and report on talent pool KPIs via dashboards, including candidate experience and successful hires</li>
<li>Builds appropriate and meaningful relationships with University/Colleges and Military Groups, leverages referral generation, internet sourcing, multi-media advertising, social media, networking, community involvement/partnerships and third-party assistance (when needed)</li>
</ul>
<p></p>Requirements:
<div><b>Job Qualifications:</b></div>
<div><ul><li>7-10 + years of experience in Talent Acquisition &ndash; Driving Strategy, Recruiting and Managing a Team &amp; Vendors.</li>
<li>B.S. &ndash; Business/Psychology or related fields</li>
<li>Experience working with Executive Leadership, Field/Corp. Hiring Mgrs &amp; HRBP's</li>
<li>Excellent customer service, time management, interpersonal and analytical skills with a proven ability to multi-task, prioritize, and work efficiently in a fast-paced environment</li>
<li>Experience creating and working with workforce analytics &amp; dashboards to track/manage KPI's</li>
<li>Proven track record of recruiting top talent</li>
<li>Experience in creating presentations to tell a story around the overall TA strategy for an organization</li>
<li>Proven innovative sourcing skills and researching future AI technologies</li>
<li>Exceptional communication skills and an ability to interface at all levels of the organization</li>
<li>Strong decision making, organizational and creative problem-solving skills with the ability to overcome unforeseen obstacles</li>
<li>Proven ability to build partnerships and manage through influence</li>
<li>Intellectual curiosity and agility with a proven ability to anticipate needs and a drive for continuous improvement</li>
<li>Experience in working with ATS, ADP/Phenom preferred</li>
<li>Excellent computer skills in Word, Excel, and Outlook</li>
</ul>
<p><b>Work Environment: </b>(Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.):</p>
<ul>
<li>Long periods of time working on a computer and performing repetitive key-boarding activities.</li>
</ul>
<p><b>Physical Demands:</b> (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.):</p>
<ul>
<li>While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to sit. The employee is occasionally required to stand and walk. The employee may be required to occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.</li></ul></div></div>

Manager Talent Acquisition

EPCOR

<div><div><b>Highlights of the role</b></div><div>
We&rsquo;re looking for a strategic and people-centered Talent Acquisition leader to oversee the recruiting team at EPCOR USA. In this role, you&rsquo;ll guide a high‑performing team, strengthen our recruitment tools and processes, and deliver programs that support our growth across the U.S. You&rsquo;ll collaborate closely with leaders and partners across the organization to drive meaningful improvements, champion an inclusive candidate experience, and ensure our Talent Acquisition function operates with excellence.</div><div>
</div><div>
If you love developing people, building strong relationships, and turning big ideas into practical, effective solutions, this is a place where your leadership will truly make an impact.</div><div>
</div><div>
This is a hybrid role working out of our U.S. Corporate office in Glendale, AZ.</div><div>
</div><div><b>
What you&rsquo;ll be responsible for</b></div><ul><li><b>
Talent Acquisition Strategic Plans:</b> Ensuring consistent, compliant, and inclusive recruitment practices.</li><li><b>
Budget Planning:</b> Support the budgeting process for US Talent Acquisition.</li><li><b>
Team Leadership:</b> Lead, coach, and mentor a high-performing team.</li><li><b>
Program Leadership:</b> Lead Talent Acquisition Programs to ensure consistency and efficiency across EPCOR.</li><li><b>
Continuous Improvement:</b> Identify and implement improvements in Talent Acquisition processes, procedures, programs, technology, and tools.</li><li><b>
Cross-Functional Collaboration:</b> Work with key stakeholders across EPCOR USA to maintain strong relationships and meet strategic goals.</li><li><b>
Employer Brand Strategy:</b> Collaborate with Public Affairs to develop and implement strategies to enhance EPCOR's employer brand.</li><li><b>
Lead key Projects:</b> Lead and support project teams to develop and implement Talent Acquisition initiatives.</li><li><b>
Performance Metrics and Data Analysis:</b> Define and monitor key performance metrics, identify trends, and use data to guide decisions, resources, and process improvements.</li><li><b>
Oversee Full Cycle Recruiting:</b> Ensure smooth, high‑quality execution of end-to-end recruitment processes.</li><li><b>
Collaborate and Build Relationships:</b> Build trusted relationships with leaders and hiring managers to understand workforce needs and develop effective sourcing strategies.</li></ul><div>
</div><div><b>
What&rsquo;s required to be successful</b></div><ul><li><b>
Educational background:</b> Bachelor&rsquo;s degree in Human Resources, Business Administration or a related field. SHRM designation is a plus.</li><li><b>
Experience:</b> 7+ years in Talent Acquisition with at least 2 years leading a recruitment function or team.</li><li><b>
Knowledge of Employment Laws:</b> Strong understanding of key federal and state employment regulations and compliance requirements.</li><li><b>
Communication Skills:</b> Clear, inclusive, and confident communication with the ability to influence, collaborate, and build trust.</li><li><b>
Critical Thinking:</b> Strong judgment, adaptability, and ability to navigate complex situations and competing priorities.</li><li><b>
Recruitment Expertise:</b> Deep experience in full‑cycle recruiting, sourcing strategies, and candidate evaluation.</li><li><b>
Tech Proficiency:</b> Skilled in ATS platforms, HRIS/ERP systems, Microsoft applications, and social recruiting tools.</li><li><b>
Data Fluency:</b> Ability to interpret recruitment data, identify trends, and translate insights into action.</li><li><b>
Budget Planning:</b> Experience planning or contributing to recruitment‑related budget development.</li></ul><div>
</div><div><b>
Why EPCOR?</b></div><div>
We offer more than just a job - we offer a career with purpose. EPCOR is a place where your work matters, your growth is supported, and your safety is prioritized. Here&rsquo;s what you can expect when you join our team:</div><div>
</div><ul><li><b>
Competitive Compensation:</b> Enjoy a market-aligned salary and performance-based incentive programs.</li><li><b>
Comprehensive Benefits:</b> Access medical, dental, vision, life, and disability insurance - plus a retirement plan with substantial company contributions.</li><li><b>
Generous Time-Off &amp; Work-Life Balance:</b> Take advantage of paid vacation, sick time, holidays, personal days, and programs that support your well-being.</li><li><b>
Professional Development:</b> Benefit from tuition reimbursement, certification support, and ongoing training opportunities to grow your career.</li><li><b>
Safety-First Culture:</b> We prioritize your safety through robust training, proactive programs, and recognition of safety milestones.</li><li><b>
Inclusive &amp; Innovative Environment:</b> Be part of a team that values diverse perspectives, celebrates innovation, and fosters a sense of belonging.</li><li><b>
Award-Winning Workplace:</b> EPCOR has been recognized as a Best Places to Work employer &ndash; it&rsquo;s our people who make that possible.</li></ul><div>
</div><div><b>
About EPCOR USA</b></div><div>
At EPCOR USA, we don&rsquo;t just deliver water and wastewater services - we invest in communities, protect the environment, and build infrastructure that powers the future. As part of a North American company operating across the United States and Canada, we&rsquo;re headquartered in Glendale, AZ, and are proud to be one of the largest private water utilities in the Southwest.</div><div>
</div><div><b>
Other important facts</b></div><ul><li>
To join EPCOR, you must be at least 18 years old, have a high school diploma or equivalent, and be legally authorized to work in the United States.</li><li>
If selected for the role, you must successfully complete a background check, drug screening, professional reference check, previous employer verification, and education verification. Some positions may also require a credit check.</li><li>
Some roles may involve working outdoors in various weather conditions and require additional physical capabilities. Positions regulated by the Department of Transportation (DOT) may also have specific compliance requirements.</li></ul><div>
</div><div>
EPCOR USA is an equal opportunity employer. We're committed to fostering a respectful, supportive, and inclusive workplace that recognizes and values the unique perspectives, experiences, and backgrounds of all individuals. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.</div></div>

Manager, Talent Acquisition

<div><h2 class="jobSectionHeader"><b>This Opportunity
</b></h2><p>Our US Talent Acquisition Team is seeking a <b>Talent Acquisition Manager </b>for our <b>Power &amp; Energy- Project &amp; Program Management </b>group to be based in one of WSP&rsquo;s Mountain Pacific offices preferable in ID or MT. This position is eligible for WSP&rsquo;s Hybrid Workplace approach with the ability to fluctuate between working in their local office and working remotely.
</p><p>This role will manage the delivery of full-cycle talent acquisition services across the Power &amp; Energy- Project &amp; Program Management group with a focus on aligning recruitment strategy to operational priorities and workforce plans. It partners closely with business leaders, HR Business Partners, and talent acquisition teams to support enterprise hiring goals and drive effective sourcing initiatives. The position manages daily operations, provides coaching and potential oversight to recruitment team members, and delivers strategic insight into workforce planning, talent pipeline development, and inclusive hiring practices. This role ensures recruiting operations comply with policy and reflect WSP&rsquo;s values, brand, and future-ready talent needs.
</p><p>Responsibilities include formulating partnerships within the assigned area(s) of responsibility, Talent Acquisition counterparts, with HR Business Partners, and with the HR centers of excellence to deliver value-added HR recruitment and talent sourcing service that support the desired business outcome and meet future-ready challenges. Ensures that responsibilities are delivered and adhered to with a level of quality that meets or exceeds acceptable standards for responsiveness, implementation, and engagement.<br>
<br>
</p><h2 class="jobSectionHeader"><b>Your Impact
</b></h2><ul><li>Deliver HR talent acquisition processes and programs, partner with functional area leadership, provide professional HR talent acquisition advice and guidance to managers and employees, and ensure compliance with internal and external regulatory requirements.
</li><li>Work collaboratively with assigned hiring managers and department/functional area leadership on specialized recruitment needs across various disciplines, understanding the business and hiring requirements, preparing and drafting advertisements and job postings for requisitions, sourcing passive candidate via LinkedIn Recruiter and other tools, reviewing and dispositioning candidates accurately using the Applicant Tracking System (ATS), coordinating interview schedules, preparing and negotiating offers, and ensuring requisitions are compliantly managed.
</li><li>Participate in creating an ongoing and proactive candidate pipeline through various methods including direct applicants, sourcing of passive candidates, referrals, and strategically partnering with hiring managers to build talent pools.
</li><li>Provide the appropriate level of tactical and strategic HR talent acquisition consultation and advisement that empowers leadership to adeptly interview and select the right candidate, effectively identify selection criteria, engage in behavioral-based questioning and interviewing, avoid unconscious bias, and to capably represent the WSP employer brand to all prospective applicants and candidates.
</li><li>Conduct weekly or bi-weekly meetings with designated business leaders to provide any insight on upcoming or pending HR candidate sourcing initiatives, provide/solicit feedback on candidates to keep the recruitment process moving forward efficient, overcome obstacles, and provide talent acquisition consultation when necessary.
</li><li>Use discretion, professional knowledge, judgment, and advisement in recruitment matters of significance to the firm, such as drafting job postings, preparing job offers, process administration, job status changes, salary data, and EEO compliance regarding I&amp;D and strategic hiring decisions.
</li><li>Actively participate in business or functional unit workforce planning initiatives of a moderate level of complexity and scope; analyzing, evaluating, and interpreting data obtained during managerial conversations, and offering input with developing internal/external talent acquisition action plans for resolution.
</li><li>Maintain in-depth knowledge of legal requirements related to day-to-day posting, interviewing, and selection of candidates, reducing legal risks, and ensuring policy and regulatory compliance; partnering with the legal department as needed/required.
</li><li>Develop and implement communication strategies and tools that promote the effective adoption of talent acquisition programs, even when navigating competing priorities among leadership stakeholders.
</li><li>Function as an HR talent acquisition process expert and a people champion, but also as a trusted advisor, change agent, and a strategic partner for the business.
</li><li>Develop an effective level of business literacy about the business area(s) primary service/work product, financial position, its midrange plans, its strategy, culture, and competition.
</li><li>Provide guidance and input as required to HR centers of excellence (e.g., HR Business Partners, HR-HUB, Talent Development, Total Rewards, HRIS) on the delivery of candidate sourcing and recruitment processes, programs, and initiatives.
</li><li>Remain current in the latest passive and active candidate HR talent acquisition techniques, practices, talent pipeline development, employment laws and legal requirements.
</li><li>Collaborate with national and regional peers to share best practices, support cross-region hiring, and contribute to strategic recruiting initiatives.
</li><li>Exercise responsible and ethical decision-making regarding company funds, resources and conduct, and adhere to WSP&rsquo;s Code of Conduct and related policies and procedures.
</li>Perform additional responsibilities as required by business needs.<br>
<li>
<br>
<br>
</li></ul><h2 class="jobSectionHeader"><b>Who You Are
</b></h2><p><b>Required Qualifications
</b></p><ul><li>Bachelor&rsquo;s Degree in Human Resources Management, Business Administration, or a related major (or demonstrated equivalent experience).
</li><li>7 to 10 years of relevant post education experience in enterprise-level HR talent sourcing, recruitment, talent acquisition discipline.
</li><li>Proficient analytical and organizational skills, with business acumen to bridge business and human resources.
</li><li>Working knowledge of multiple human resources disciplines, including talent pool pipeline development, attraction strategies for passive candidates, job posting and social media engagement, selection interviewing, diversity/equity/inclusion, and respective federal and state employment law.
</li><li>Well-developed ability to make technical assessments and calculations involving the application of HR talent acquisition principles, understanding plans and specifications, and making factual comparisons to the appropriate standards or regulations.
</li><li>Highly effective interpersonal and communication skills when interacting with others, expressing ideas effectively and professionally to an HR and non-HR audience.
</li><li>Demonstrated high-level of self-leadership with attention to detail, multi-tasking, and adjusting readily to ambiguity and the changing prioritization of responsibilities in a dynamic work environment.
</li><li>Works independently with minimal oversight and provides guidance to junior-level talent acquisition team with strict adherence to WSP HR policy, process, and practices.
</li><li>Highly proficient with technical writing, office automation, Applicant Tracking Systems (Oracle Recruiting Cloud), MS Office suite products (e.g., Word, Excel, PowerPoint, SharePoint), technology, spreadsheets, and HR tools.
</li><li>Well-developed critical thinking and problem-solving skills required to apply technical HR knowledge to reach conclusions from data collation, verbal and written feedback, statistical analysis, and arriving at the most effective, economical, and logical solution.
</li><li>Experience leading hiring initiatives across a matrixed organization and coordinating with multiple levels of leadership.
</li><li>Ability to facilitate meetings, present to internal stakeholders, and provide data-driven insights.
</li><li>Proven track record of upholding workplace safety and ability to abide by WSP&rsquo;s health, safety and drug/alcohol and harassment policies.
</li><li>Ability to work schedules conducive to job-specific requirements that may extend beyond the typical work week.
</li>Occasional travel may be required depending on job-specific requirements.<br>
<li>
</li></ul><p></p><p><b>Preferred Qualifications
</b></p><ul><li>Experience leading talent acquisition in the power &amp; energy, engineering, and/or construction industry.
</li><li>Involvement in national or enterprise-wide hiring strategy initiatives.
</li><li>Familiarity with Oracle or other enterprise ATS platforms.
</li><li>Demonstrated experience managing a team of recruiters or HR professionals.
</li><li>Master&rsquo;s Degree.
</li><li>SHRM or HRCI Certification with demonstrated understanding of the HR Competencies and Body of Knowledge.</li></ul></div>
<br><div><div><b>About WSP
</b><p>WSP USA is the U.S. operating company of WSP, one of the world's leading engineering and professional services firms. Dedicated to serving local communities, we are engineers, planners, technical experts, strategic advisors and construction management professionals. WSP USA designs lasting solutions in the buildings, transportation, energy, water and environment markets. With more than 15,000 employees in over 300 offices across the U.S., we partner with our clients to help communities prosper.
</p><p>www.wsp.com
</p><p>WSP provides a flexible and agile workplace model while meeting client needs. Employees are also afforded a comprehensive suite of benefits including medical, dental, vision, disability, life, and retirement savings focused on providing health and financial stability throughout the employee&rsquo;s career.
</p><p>At WSP, we want to give our employees the challenges they seek to grow their careers and knowledge base. Your daily contributions to your team will be essential in meeting client objectives, goals and challenges. Are you ready to get started?
</p><p>WSP USA (and all of its U.S. companies) is an Equal Opportunity Employer Race/Age/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/Disability or Protected Veteran Status.
</p><p>The selected candidate must be authorized to work in the United States.
</p><p><b>NOTICE TO THIRD PARTY AGENCIES:
</b></p><p>WSP does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to WSP in the absence of a signed Service Agreement where WSP has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of WSP and WSP will have the right to hire that candidate without reservation &ndash; no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.</p></div></div>

Manager, Talent Acquisition (Power & Energy)

Inkitt

<div>
 <p>
  <span>
   Inkitt is building the Disney of the 21st Century, standing at the forefront of technology and entertainment. Leveraging AI and predictive algorithms,&nbsp;
  </span>
  Inkitt
  <span>
   &nbsp;discovers unknown stories and turns them into blockbuster hits, producing a new $1M ebook every 4 weeks and selling directly to consumers through its&nbsp;
  </span>
  Galatea
  <span>
   &nbsp;app. Inkitt has become the 11th most bestseller-generating publisher in the world, boasting a 40x higher hit-rate than traditional publishers. Recently raising a Series C and backed by some of the top VC&rsquo;s such as: Khosla, Kleiner Perkins, and NEA Ventures, our recent expansion into&nbsp;
  </span>
  CandyJarTV
  <span>
   &nbsp;is only the beginning of our journey to becoming the next-gen entertainment powerhouse.
  </span>
 </p>
 <p>
  <br/>
 </p>
 <p>
  This is an&nbsp;
  <strong>
   SF-based hybrid role
  </strong>
  , requiring&nbsp;
  <strong>
   3 days per week onsite
  </strong>
  &nbsp;at our&nbsp;
  <strong>
   San Francisco (South Park) office
  </strong>
  .
 </p>
 <p>
  Candidates must be able to reliably commute to the office Tuesday-Thursday.
 </p>
 <p>
  <p>
   <br/>
  </p>
  <strong>
   What You&rsquo;ll Do:
  </strong>
  <ul>
   <li>
    Establish best practices and help define Inkitt&rsquo;s recruiting strategy as we grow
   </li>
   <li>
    Manage a team of full-cycle internal recruiters and external agencies
   </li>
   <li>
    Ability to balance direct reports, communicating with stakeholders, along with owning your own roles end-to-end.&nbsp;
   </li>
   <li>
    Lead recruiting brand and strategy efforts by shaping how we show up in the talent market, strengthening our employer brand, and driving consistent pipelines across critical functions.&nbsp;
   </li>
   <li>
    Explore market insights and data to guide hiring decisions
   </li>
   <li>
    Partner with the Executive Team to attract and hire top talent, prioritizing quality over quantity. You&rsquo;ll develop and execute recruiting strategies to meet headcount goals efficiently in a fast paced startup environment
   </li>
   <li>
    Track key funnel metrics and recruiting KPIs, build reports to inform hiring decisions, and present findings and recommendations to the leadership team.&nbsp;
   </li>
   <li>
    Leverage the current recruiting platform (Lever) while improving adoption and creating efficiencies
    <br/>
   </li>
  </ul>
  <p>
   <br/>
  </p>
  <strong>
   What You&rsquo;ll Bring:
  </strong>
  <ul>
   <li>
    Have 8+ years of recruiting experience with 2+ years in people management experience
   </li>
   <li>
    Demonstrate a systems thinking approach to building scalable recruiting processes and operations
   </li>
   <li>
    Active presence in the Bay Area recruiting community with strong networks and knowledge of current recruiting ecosystem trends
   </li>
   <li>
    Proven track record of successfully hiring both technical and non-technical talent in highly competitive markets, with demonstrable wins in leadership positions across multiple disciplines
   </li>
   <li>
    Lead with high emotional intelligence and a collaborative leadership style with low ego
    <br/>
   </li>
  </ul>
 </p>
 <p>
  <br/>
 </p>
 <br/>
 <p>
  <span>
   We look forward to hearing from you!
  </span>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <span>
   Check out our
  </span>
  Careers Blog 💼
  <span>
   Follow us on
  </span>
  Instagram
  <span>
   &amp;
  </span>
  LinkedIn! 💻
 </p>
 <br/>
 <br/>
 Salary offers are determined based on the candidate&rsquo;s experience, skills, and alignment with the requirements of the role, as well as internal equity and market benchmarks
 <br/>
 <em>
  At Inkitt, we strive to build a company culture and provide employment opportunities based on diversity and inclusion. We believe every author should have an equal opportunity to succeed, as should our team members. As a growing team from 20+ countries, we welcome everyone to apply.&nbsp;
  <br/>
  <br/>
 </em>
</div>


Sr. Manager, Talent Acquisition

Coupa

Austin, Texas, United States
<br>People Team - Talent Acquisition
<br>/
<br>Mid-Senior Level
<br>/
<br>Remote
<br><br>
Coupa makes margins multiply through its community-generated AI and industry-leading total spend management platform for businesses large and small. Coupa AI is informed by trillions of dollars of direct and indirect spend data across a global network of 10M+ buyers and suppliers. We empower you with the ability to predict, prescribe, and automate smarter, more profitable business decisions to improve operating margins.
<br><br>
Why join Coupa?
<br><br>
<b>Pioneering Technology:</b> At Coupa, we're at the forefront of innovation, leveraging the latest technology to empower our customers with greater efficiency and visibility in their spend.
<br><b>Collaborative Culture:</b> We value collaboration and teamwork, and our culture is driven by transparency, openness, and a shared commitment to excellence.
<br><b>Global Impact:</b> Join a company where your work has a global, measurable impact on our clients, the business, and each other.
<br><br>
Learn more on Life at Coupa blog and hear from our employees about their experiences working at Coupa.
<br><br>
The Impact of a Sr. Manager, Talent Acquisition - Services & Engineering at Coupa:
<br><br>
You will lead the talent acquisition strategy for Coupa’s technical and post-sales delivery teams across North America and LATAM. This dual-focus role acts as a strategic partner to both the Engineering leadership and the Customer Success ecosystem, ensuring we hire the specialized talent needed to deliver a world-class customer experience. Reporting to the VP, Global Talent Acquisition, you will manage a team of specialized recruiters to drive high-performance, data-driven hiring processes.
<br><br>
Coupa complies with relevant laws and regulations regarding equal opportunity and offers a welcoming and inclusive work environment. Decisions related to hiring, compensation, training, or evaluating performance are made fairly, and we provide equal employment opportunities to all qualified candidates and employees.
<br><br>
Please be advised that inquiries or resumes from recruiters will not be accepted.
<br><br>
By submitting your application, you acknowledge that you have read Coupa’s Privacy Policy and understand that Coupa receives/collects your application, including your personal data, for the purposes of managing Coupa's ongoing recruitment and placement activities, including for employment purposes in the event of a successful application and for notification of future job opportunities if you did not succeed the first time. You will find more details about how your application is processed, the purposes of processing, and how long we retain your application in our Privacy Policy.

Sr. Manager, Talent Acquisition - Services & Engineering (US Remote)

Versiti

<div><h2 class="jobSectionHeader"><b>Overview
</b></h2><div><div><div><div>Versiti is a fusion of donors, scientific curiosity, and precision medicine that recognize the gifts of blood and life are precious. We are home to the world-renowned Blood Research Institute, we enable life saving gifts from our donors, and provide the science behind the medicine through our diagnostic laboratories. Versiti brings together outstanding minds with unparalleled experience in transfusion medicine, transplantation, stem cells and cellular therapies, oncology and genomics, diagnostic lab services, and medical and scientific expertise. This combination of skill and knowledge results in improved patient outcomes, higher quality services and reduced cost of care for hospitals, blood centers, hospital systems, research and educational institutions, and other health care providers. At Versiti, we are passionate about improving the lives of patients and helping our healthcare partners thrive.</div>
</div></div></div><h2 class="jobSectionHeader"><b>Position Summary
</b></h2><div><div><div><div>The Manager, Talent Acquisition is a people leader and operational owner responsible for delivering consistent, high-quality recruiting outcomes through team leadership, workforce planning, and disciplined execution of Talent Acquisition (TA) standards. This role translates organizational hiring priorities into clear expectations, capacity plans, and measurable team results across a team of recruiters. This role reports to the Director, Talent Acquisition, and is accountable for team performance, capability development, process governance, and stakeholder partnership while advancing a Human-Centered Talent Acquisition approach that prioritizes dignity, transparency, and trust for candidates, hiring leaders, and recruiting team members. The Manager collaborates closely with Talent Acquisition Project and Program Managers to ensure initiatives, systems, and programs are successfully adopted and sustained.</div>
</div></div></div><h2 class="jobSectionHeader"><b>Total Rewards Package
</b></h2><div><div><div><div><b>Compensation</b><br>
The target salary is based on internal averages. Versiti sets salary ranges aligned to local markets in which the job is performed. Compensation decisions take into account internal salary averages and differentiation based on education, experience, skills, and performance. Specific salary and benefits information is shared at the time of the phone screening based on your location and qualifications.<br>
<br>
<b>Benefits</b><br>
Versiti provides a comprehensive benefits package based on your job classification. Full-time regular employes are eligible for Medical, Dental, and Vision Plans, Paid Time Off (PTO) and Holidays, Short- and Long-term disability, life insurance, 7% match dollar for dollar 401(k), voluntary programs, discount programs, others.</div>
</div></div></div><h2 class="jobSectionHeader"><b>Responsibilities
</b></h2><div><div><div><ul><li>People Leadership &amp; Talent Development -Lead, coach, and develop recruiters with a focus on psychological safety, clarity of expectations, and sustainable performance. -Set expectations aligned to TA Career Ladder and metrics to reinforce fair, consistent performance standards. -Conduct regular performance, feedback, and development conversations that support growth and accountability. -Model leadership behaviors that promote a culture of respect, trust, and learning.</li><li>
Human-Centered Talent Acquisition Leadership -Ensure recruiting practices are transparent and respectful throughout the candidate lifecycle. -Champion candidate experience standards that balance efficiency with human connection. -Guide recruiters to apply judgment, empathy, and ethical decision making in complex or sensitive hiring situations. - Partner with TA Leadership to advance human centered hiring practices.</li><li>
Recruiting Operations &amp; Process Governance -Own TA operations and compliance within assigned scope. -Reinforce standards for intake quality, candidate experience, communication, and documentation. -Ensure adoption of ATS, CRM, and TA systems while minimizing friction for recruiters and candidates. -Serve as escalation point rather than primary requisition owner.</li><li>
TA Project &amp; Program Collaboration -Partner with TA Project &amp; Program Manager on system and process implementations, representing recruiter and candidate perspectives. -Collaborate with TA Project &amp; Program Manager to operationalize and sustain enterprise TA programs. -Reinforce behavior change adoption and consistent execution across the recruiting team.</li><li>
Workforce Planning &amp; Capacity Management -Partner with service line leaders to forecast hiring demand and prioritize work based on business impact and candidate experience. -Translate demand into capacity and workload plans that support quality and sustainability. -Proactively manage delivery risk and prioritization of competing priorities.</li><li>
Metrics, Reporting &amp; Continuous Improvement -Own team level recruiting metrics and reporting. -Analyze trends and guide improvements in quality, efficiency, and experience. -Partner with TA leadership to measure human and business impact of initiatives.</li><li>
Stakeholder Partnership -Serve as trusted TA advisor to hiring and service line leaders. -Set expectations and reinforce shared partnership and accountability.</li><li>
Performs other duties as required or assigned which are reasonably within the scope of the duties in this job classification</li><li>
Understands and performs in accordance with all applicable regulatory and compliance requirements</li><li>
Complies with all standard operating policies and procedures</li></ul>
</div></div></div><h2 class="jobSectionHeader"><b>Qualifications
</b></h2><div><div><div><div><b>Education</b></div><ul><li>
Bachelor's Degree in Human Resources, Business or related field required</li></ul><div><b>
Experience</b></div><ul><li>
Minimum of 5 years progressive Talent Acquisition experience required</li><li>
5 years of people leadership experience preferred</li><li>
Project management, system integration and implementation experience preferred</li><li>
Experience leading recruiting operations and working in matrixed environments preferred</li><li>
Experience in Healthcare, highly regulated or related field preferred</li></ul><div><b>
Knowledge, Skills and Abilities</b></div><ul><li>
Strong communication skills, stakeholder management, and sound judgement skills; ability to communicate professionally and effectively to all levels of the organization (written, verbal, and presentations) required</li><li>
Demonstrated people leadership skills grounded in empathy, fairness and accountability. required</li><li>
Data informed decision making with attention to human and business outcomes. required</li><li>
Strong understanding of recruiting: recruitment principles, compensation, HRIS, operations and compliance. required</li><li>
Strong customer service focus with ability to determine customer needs and respond appropriately. required</li><li>
Strong organizational, analytical, and interpersonal skills and exceptional attention to detail. required</li><li>
Ability to work independently, with sound problem solving, prioritization, and critical thinking skills. required</li><li>
Ability to maintain a high level of confidentiality. required</li></ul><div><b>
Licenses and Certifications</b></div><ul><li>
PHR or SHRM-CP preferred</li><li>
AIRS certifications (CASR,RLC, etc.) preferred</li></ul><div><b>
Tools and Technology</b></div><ul><li>
Personal Computer (desktop, laptop, tablet). required</li><li>
General office equipment (phone, printer, fax, copy machine). required</li><li>
Microsoft Suite (Word, Excel, PowerPoint, Outlook). required</li><li>
Ceridian/HRIS experience preferred. preferred</li><li>
iCIMS/ATS experience preferred. preferred</li><li>
TA System experience (Candidate Relationship Management, Candidate Assessment, etc.) preferred</li></ul><div>
#LI-EH1</div><div>
#LI-Hybrid</div></div></div></div></div>

Manager of Talent Acquisition

Boston, Massachusetts, United States
<br>People Team - Talent Acquisition
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<br>Mid-Senior Level
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<br>Remote
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Coupa makes margins multiply through its community-generated AI and industry-leading total spend management platform for businesses large and small. Coupa AI is informed by trillions of dollars of direct and indirect spend data across a global network of 10M+ buyers and suppliers. We empower you with the ability to predict, prescribe, and automate smarter, more profitable business decisions to improve operating margins.
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Why join Coupa?
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<b>Pioneering Technology:</b> At Coupa, we're at the forefront of innovation, leveraging the latest technology to empower our customers with greater efficiency and visibility in their spend.
<br><b>Collaborative Culture:</b> We value collaboration and teamwork, and our culture is driven by transparency, openness, and a shared commitment to excellence.
<br><b>Global Impact:</b> Join a company where your work has a global, measurable impact on our clients, the business, and each other.
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Learn more on Life at Coupa blog and hear from our employees about their experiences working at Coupa.
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The Impact of a Sr. Manager TA - Sales, Marketing G&A at Coupa:
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As the Sr. Manager of Talent Acquisition for GTM and Corporate functions, you will lead recruitment strategies for Sales, Marketing, and G&A teams across North America and LATAM. Reporting to the VP, Global Talent Acquisition , you will act as a strategic advisor to revenue and corporate leaders to hire, retain, and develop top talent while driving high-performance, data-driven hiring processes.
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Coupa complies with relevant laws and regulations regarding equal opportunity and offers a welcoming and inclusive work environment. Decisions related to hiring, compensation, training, or evaluating performance are made fairly, and we provide equal employment opportunities to all qualified candidates and employees.
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Please be advised that inquiries or resumes from recruiters will not be accepted.
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By submitting your application, you acknowledge that you have read Coupa’s Privacy Policy and understand that Coupa receives/collects your application, including your personal data, for the purposes of managing Coupa's ongoing recruitment and placement activities, including for employment purposes in the event of a successful application and for notification of future job opportunities if you did not succeed the first time. You will find more details about how your application is processed, the purposes of processing, and how long we retain your application in our Privacy Policy.

Sr. Manager, Talent Acquisition - Sales, Marketing, G&A (US Remote)

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