Talent Acquisition Manager

A Talent Acquisition Manager is a strategic human resources professional who is responsible for developing, implementing, and overseeing an organization's recruitment strategy. They lead the entire hiring process, from forecasting staffing needs to onboarding new employees, to attract and retain top talent. A Talent Acquisition Manager is different from a traditional recruiting manager, who typically focuses on filling open positions as they arise. In contrast, the talent acquisition manager takes a more proactive, long-term approach to building a talent pipeline that aligns with the company's goals and future needs. Key responsibilities

• Strategic planning: Create and execute effective talent acquisition strategies to ensure the organization meets its hiring objectives.
• Recruitment management: Oversee the full recruitment cycle, which includes job postings, sourcing, screening, interviewing, and negotiating job offers.
• Team leadership: Manage, mentor, and guide a team of recruiters to ensure high performance and continuous improvement.
• Employer branding: Collaborate with marketing teams to promote the company's employer brand, enhancing its reputation as a great place to work and attracting a diverse pool of candidates.
• Stakeholder collaboration: Partner with hiring managers and senior leadership to understand staffing needs and advise on recruitment best practices.
• Reporting and analysis: Use data and analytics to track key metrics, such as time-to-fill and cost-per-hire, and identify areas for process improvement.
• Onboarding: Oversee a comprehensive onboarding program to ensure new hires are integrated smoothly into the company culture.
• Legal compliance: Ensure all recruitment practices adhere to employment laws and regulations.

Qualifications and experience

• Education: A bachelor's degree in human resources, business administration, or a related field is often the minimum requirement, with some positions preferring a master's degree.
• Experience: Most managerial roles require a minimum of 5 years of progressive experience in talent acquisition or a similar HR position, with at least 2 years in a leadership role.
• Certifications: Professional certifications, such as the SHRM-CP or PHR, are often preferred and can boost a candidate's credentials.
• Technical expertise: Proficiency with recruitment software, including Applicant Tracking Systems (ATS) and HRIS, is essential.

Key skills

• Communication and interpersonal skills: The ability to build relationships, negotiate, and effectively communicate with candidates, hiring managers, and team members is crucial.
• Strategic thinking: A successful talent acquisition manager can develop long-term staffing plans that align with business goals.
• Analytical skills: The ability to analyze recruitment data and metrics to make informed, data-driven decisions.
• Leadership: The ability to motivate and guide a team of recruiters to achieve hiring targets.
• Adaptability: The flexibility to adjust recruitment strategies in a fast-paced and evolving job market.

Job Type: Full-time