Talent Acquisition Manager

POSITION SUMMARY 

The Talent Acquisition Manager develops and strengthens Asphalt Green’s hiring infrastructure by building the systems, processes, and tools that support a consistent, high-quality recruitment experience. This role is not responsible for full-cycle recruitment currently; instead, it focuses on creating centralized structures within a currently decentralized environment. Key areas include improving job posting and sourcing strategies, designing standardized hiring workflows, coaching hiring managers, and enhancing candidate experience through strong documentation, communication, and employer branding. 

This role is ideal for a strategic, process-focused TA professional who excels at building recruiting foundations, enabling managers, and elevating an organization’s talent strategy through systems and structure. 

This position is located out of Asphalt Green’s headquarters on the Upper East Side of Manhattan. Asphalt Green has location on the Upper East Side, Battery Park City in lower Manhattan, and Crown Heights, Brooklyn. This is a hybrid role with at least 3 days in office. Occasional evening or weekend availability may be necessary during high-volume hiring periods or special events. 

CORE RESPONSIBILITIES 

Talent Acquisition Systems & Infrastructure 

• Build standardized hiring workflows, tools, templates, and resources for consistent use across departments. 
• Strengthen ATS usage and data integrity; support hiring managers in posting roles, tracking candidates, and documenting hiring decisions. 
• Create and maintain job description templates, interview rubric formats, and candidate communication guidelines. 
• Centralize recordkeeping to ensure compliance, accuracy, and smooth downstream processes (onboarding, payroll, HRIS updates). 

Hiring Manager Support & Process Coaching 

• Serve as a resource for hiring managers, providing guidance on job postings, interview structure, candidate evaluation, and equitable practices. 
• Partner with managers to clarify hiring needs, role requirements, competencies, and selection criteria. 
• Train managers on recruiting best practices, structured interviews, and usage of TA tools. 
• Support departments in designing clear, equitable hiring processes that align with organizational standards. 

Strategic Sourcing, Employer Branding & Marketing 

• Develop a strategic posting and outreach plan for each role, including job boards, community partners, universities, and professional organizations. 
• Enhance Asphalt Green’s employer brand through consistent, compelling job postings, outreach messaging, and social media presence. 
• Research and recommend new sourcing channels tailored to key roles (e.g., aquatics, youth programs, fitness, recreation). 
• Monitor posting performance and adjust strategies to improve application volume and diversity. 

Candidate Experience & Onboarding Coordination 

• Ensure candidates receive timely, clear, and professional communication throughout the process. 
• Coordinate pre-offer and background check steps to ensure smooth handoff to HR for onboarding. 
• Partner with HR operations to ensure accurate data capture and alignment between recruiting and onboarding workflows. 

Data, Reporting & Compliance 

• Track recruiting metrics and share insights that help improve hiring quality, time-to-fill, and candidate pipeline diversity. 
• Maintain compliance with federal, state, and local employment requirements throughout the hiring process. 
• Ensure documentation is complete, accurate, and retained appropriately. 

Cross-Functional Collaboration 

• Work closely with hiring managers, department leads, and colleagues on the Human Resources team to ensure alignment across hiring and onboarding activities. 
• Partner with Communications/Marketing teams to strengthen employer brand visibility. 

LEADERSHIP COMPETENCIES 

• Talent Systems & Process Design: Builds structured, repeatable, and scalable hiring workflows that support consistency and efficiency across a decentralized acquisition system. 
• Hiring Manager Enablement: Coaches and equips managers with tools, training, and resources to ensure effective and equitable hiring practices. 
• Strategic Sourcing & Employer Brand: Uses creative and data-informed strategies to expand reach, attract diverse candidates, and elevate the organization's presence in the talent market. 
• Operational Excellence & Detail Orientation: Ensures accuracy, documentation, and compliance across all stages of the hiring process; maintains strong candidate and data records. 
• Communication & Relationship Building: Communicates clearly and professionally with candidates and stakeholders; builds strong partnerships with hiring managers across all levels. 
• Adaptability & Problem Solving: Operates effectively in a complex, fast-paced environment; identifies gaps and proposes practical, scalable solutions. 

Qualifications

• 4 years of experience in talent acquisition, recruiting operations, or HR with a strong focus on process and systems design. 
• Experience improving or managing applicant tracking systems (ATS) and hiring workflows. 
• Proven ability to train, coach, or guide hiring managers or teams. 
• Strong writing skills for job postings, outreach messaging, and employer brand materials. 
• Excellent organizational skills and attention to detail. 
• Experience in a decentralized hiring environment or nonprofit setting is a plus.