The Talent Acquisition Manager plays a critical role in shaping the organization’s hiring strategy and ensuring exceptional candidate and hiring manager experiences. Reporting directly to the Chief People Officer, this leader is responsible for driving an effective recruitment function that balances hands-on execution with forward-looking strategy. This role oversees internal TA operations, leads a high-performing team, and manages the organization’s RPO partnership to deliver scalable, high-quality talent solutions. • Develop and execute a recruitment strategy aligned with business growth goals, workforce planning, and the enterprise People strategy. • Partner closely with the Chief People Officer, HR Business Partners, and business leaders to understand evolving talent needs and shape proactive hiring priorities. • Balance day-to-day recruiting operations with long-term strategic initiatives that enhance organizational capability and hiring effectiveness • Lead, coach, and develop the Talent Acquisition team to ensure consistent, high-quality delivery and strong stakeholder engagement. • Oversee the end-to-end recruitment lifecycle for critical and hard-to-fill roles, including sourcing, screening, interviewing, and offer negotiation. • Manage and optimize the RPO partnership, ensuring clear alignment on goals, service-level expectations, candidate quality, and performance outcomes. • Leverage technology, data analytics, and market insights to improve process efficiency, time-to-fill, quality-of-hire, and diversity of talent pipelines. • Champion an exceptional candidate journey through clear communication, structured processes, and a high-touch approach. • Strengthen the hiring manager experience by providing advisory support, consistent updates, and streamlined workflows. • Identify and remove barriers across the hiring process to promote fairness, efficiency, and operational excellence. • Lead employer branding initiatives including social media presence, recruitment marketing, talent campaigns, and career site enhancements. • Build and maintain proactive talent pipelines through targeted sourcing strategies, talent communities, and strong industry networking. • Ensure a compelling and consistent employer brand narrative that reflects the organization’s culture, values, and opportunities. • Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience). • 6 or more years of experience in recruiting, with at least 2 years in a leadership or senior-level role. • Proven success developing and executing recruitment strategies in a fast-paced, growth-oriented environment. • Strong knowledge of applicant tracking systems, recruitment marketing tools, and sourcing platforms. • Demonstrated ability to build strong partnerships with business leaders. • Excellent communication, influencing, and stakeholder management skills. • Data-driven mindset with experience using metrics to drive decisions. • Strong understanding of employment laws and equitable hiring practices.