Senior Manager, Talent Acquisition and Talent Management

The Senior Manager, Talent Acquisition and Talent Management is a senior HR leader responsible for building and leading integrated strategies that attract, develop, engage, and retain talent in alignment with business goals. This role oversees the talent acquisition function while also managing the organization’s talent management processes, including goal setting, performance reviews, performance calibrations, development planning, and future-focused talent strategies. The ideal candidate brings deep expertise in recruitment strategy, workforce planning, performance management, talent development, talent analytics, and people leadership, with the ability to create scalable programs that support organizational growth, leadership capability, and long-term workforce readiness.

Key Responsibilities

• Lead, coach, and develop the talent acquisition team to ensure consistent performance, strong stakeholder partnership, and a high-quality candidate experience.
• Design and execute an enterprise-wide talent acquisition strategy that aligns with workforce planning needs, business priorities, and long-term organizational growth.
• Create and implement sourcing strategies that prioritize internal talent pipelines, employee referrals, and direct sourcing approaches over external agency dependency.
• Establish quarterly recruitment KPIs and dashboards, analyze performance trends, and use data to improve items such as time-to-fill, quality of hire, hiring manager satisfaction, source effectiveness, and cost efficiency.
• Partner with business leaders and hiring managers to forecast talent needs, identify hiring risks, and develop practical action plans for critical and hard-to-fill roles.
• Develop, build and enhance processes such as structured behavioral interview guides, competency-based selection frameworks, and consistent interview processes that improve hiring quality and reduce bias.
• Deliver organization-wide training on interviewing best practices, candidate evaluation, and recruitment process expectations for hiring managers and interview panel members while building and enhancing current recruitment processes.
• Serve as a strategic advisor to leadership on talent market trends, recruiting challenges, organizational capability gaps, and opportunities to strengthen recruiting outcomes.
• Manage the enterprise talent management process, including annual goal setting, mid-year and year-end performance reviews, performance calibration sessions, and follow-up action planning.
• Partner with HR and business leaders to ensure goals are aligned to business priorities, clearly communicated, measurable, and connected to employee development and organizational performance.
• Lead performance calibration processes to support consistency, fairness, accountability, and meaningful talent discussions across functions, sites, and leadership teams.
• Develop talent management strategies that support employee growth, leadership development, succession planning, capability building, retention, and future organizational needs.
• Use talent data, performance trends, workforce insights, and business priorities to identify development gaps, future talent risks, and opportunities to strengthen organizational capability.

Qualifications and Experience

• Bachelor’s degree in Human Resource Management required; advanced HR or business-related credentials are a plus.
• 15 years of progressive experience in human resources, including talent acquisition, and talent management, including experience building and executing strategic recruiting, performance management, and talent development programs.
• 10 years of people management experience, including direct leadership of recruiters, talent acquisition teams, or broader HR teams.
• Demonstrated success leading recruitment strategy, internal sourcing initiatives, process improvement, and stakeholder engagement across multiple functions or locations.
• Strong experience with recruitment KPIs, talent management metrics, workforce analytics, performance trends, and data-driven decision-making.
• Experience creating or supporting employee value proposition, employer branding, or candidate attraction strategies.
• Experience leading or supporting enterprise talent management processes, including goal setting, performance reviews, performance calibrations, development planning, and succession-related talent discussions.
• Deep knowledge of full-cycle recruiting, talent pipelining, interview design, and compliant hiring practices.
• Excellent leadership, communication, facilitation, and change management skills.

Core Competencies

Strategic talent acquisition leadership, talent management strategy, performance management, goal-setting governance, performance calibration facilitation, development planning, succession planning, internal sourcing strategy, recruitment analytics and KPI management, workforce planning, behavioral interviewing design, interviewer training and facilitation, change management, employer value proposition development, stakeholder partnership, team leadership, process improvement, recruitment governance, and executive recruitment experience.

Success Metrics

• Improved quarterly hiring KPI performance across quality, speed, cost, and stakeholder satisfaction measures.
• Higher consistency and quality in interviewing practices across the organization.
• Improved recruiter capability, hiring manager readiness, and interview panel effectiveness.
• Measurable progress in employer value proposition initiatives and candidate attraction outcomes.
• Successful execution of annual talent management processes, including timely goal completion, performance review participation, calibration readiness, and follow-through on development actions.
• Improved visibility to future talent needs, critical roles, development gaps, succession risks, and organizational growth opportunities.

Preferred Background

The ideal candidate is a seasoned talent leader who can fully strategize both the talent acquisition and talent management functions from end to end—leading people, building systems, improving interview and performance practices, strengthening internal capability, and using metrics to deliver sustained hiring, development, retention, and organizational growth outcomes. This person should be equally effective as a strategic architect, operational leader, facilitator, trainer, and business partner who can connect current workforce needs with future talent goals.