Talent Acquisition Manager

For over 40 years, one Company has represented quality & leadership - Highland Homes - where building careers goes hand in hand with excellence in new home construction. Highland’s employees thrive in an atmosphere of appreciation & confidence, contributing their unique ideas to the Company’s overall success. Employee Owned. Customer Focused.

Highland Homes is currently accepting resumes for a Talent Acquisition Manager. The Talent Acquisition Manager designs and leads Highland Homes’ enterprise recruiting strategy and delivers full-cycle hiring for priority and hard-to-fill roles. This role builds proactive talent pipelines, strengthens employer branding in partnership with Brand Marketing, and uses data and AI-enabled tools to improve quality of hire, candidate experience, and forecast accuracy. The Talent Acquisition Manager also provides leadership, support, and guidance to the recruiting team and partners closely with Human Resources and Talent Leadership & Development to support bench strength and long-term workforce needs. This role translates recruiting data into actionable insights that help leaders identify workforce trends, improve hiring effectiveness, and support better business decisions.

Job Duties & Responsibilities:

• Lead, coach, and develop the recruiting team to deliver consistent, high-quality service and best-in-class candidate experience.
• Own and continuously improve the end-to-end recruiting operating model, including intake, sourcing, selection, offer, and onboarding handoff.
• Partner with division leaders and hiring managers to translate business plans into workforce and hiring forecasts, identifying priority roles, capacity needs, and recruiting strategies that support business growth.
• Build proactive pipelines for critical and hard-to-fill roles through networking, referrals, trade/community partnerships, schools, and targeted sourcing.
• Incorporate AI-enhanced sourcing and screening tools responsibly to expand candidate pipelines, improve speed and quality, and maintain compliance.
• Establish structured interview practices (interview guides, panel training, feedback) to strengthen consistency and quality-of-hire.
• Partner with Brand Marketing to strengthen employer branding, including careers content, social messaging, and recruitment marketing campaigns.
• Partner with Talent Leadership & Development to support internal mobility and leadership pipelines, identifying internal talent and creating pathways for long-term employee development.
• Maintain and optimize the applicant tracking system (ATS), ensuring data integrity, compliance documentation, and accurate dispositioning.
• Lead talent acquisition analytics, dashboards, and reporting (time-to-fill, quality-of-hire, source effectiveness, offer acceptance, candidate experience), identifying patterns and trends across the business and delivering proactive insights to HR and senior leadership to strengthen hiring outcomes and workforce planning.
• Develop and standardize talent acquisition metrics, dashboards, and reporting frameworks that enable consistent performance measurement across divisions and support data-driven decision making across the organization.
• Oversee internship program and campus / early-career recruiting efforts to maximize return on investment and build long-term talent pipelines.
• Manage relationships with staffing agencies and vendors; negotiate contracts and ensure service quality and cost effectiveness.
• Support onboarding planning in partnership with HR Operations and Talent Leadership & Development to ensure a smooth Day 1–90 candidate-to-employee experience.
• Serve as a talent acquisition subject matter expert by helping establish and maintain best practices, tools, and standardized processes that strengthen recruiting effectiveness across the organization.
• Partner with HR and business leaders to identify workforce trends, share insights, and continuously improve hiring strategies that support long-term business success.
• Perform other duties as required and assigned.

Required Minimum Qualifications:

• Bachelor’s Degree in Human Resources, Organizational Behavior, Business or other related field preferred.
• 8 years of progressive talent acquisition experience, including experience leading full-cycle recruiting and influencing hiring strategy with business leaders.
• Demonstrated ability to analyze recruiting data, identify trends, and translate insights into actionable recommendations for business leaders.
• Experience leveraging recruiting analytics and workforce data to drive hiring strategy. Familiarity with workforce analytics and visualization tools (e.g., Power BI, Tableau) and emerging AI-enabled recruiting technologies preferred.
• Demonstrated ability to lead, coach, and develop recruiting professionals while driving accountability and performance.

• Ability to provide excellent support to candidates throughout the recruitment process to provide a world class candidate experience.
• Ability to build strong, productive relationships with hiring managers.
• Strong consultative skills with the ability to influence hiring decisions and advise leaders on talent strategy.
• Exposure to full lifecycle recruiting, including screening, negotiations/closing, and candidate relationship management.
• Expert ability to work within a variety of recruiting tools, such as the ATS, while maintaining a focus on accuracy, timely entry, and overall data integrity.
• Strong organizational skills with a keen ability to prioritize and multi-task.
• Ability to focus on short-term and long-term goals simultaneously.
• Ability to adhere to and meet deadlines.
• Experience in handling sensitive, confidential information.
• Excellent communicator (oral and written) including the desire to ask questions and learn from others.
• Ability to raise issues proactively and in a timely manner.
• High level of proficiency in Microsoft Office applications (Word, Excel & PowerPoint).
• Experience with UKG Software preferred.
• AIRS/CSP/PHR/SPHR/SHRM-CP/SHRM-SCP certification preferred.