Senior Talent Acquisition Manager

The Senior Talent Acquisition Manager will lead Seacoast Bank's enterprise talent acquisition strategy and team, ensuring the organization attracts and selects the exceptional talent needed to deliver its business strategy and advance its vision of being the Employer of Choice in Florida. This leader will continuously build and develop a highly capable talent acquisition team, establish scalable and disciplined recruiting practices, and create a differentiated experience for candidates and hiring leaders. Serving as a trusted, consultative partner to business leaders, HR Business Partners, and talent management colleagues, the Senior Talent Acquisition Manager will translate workforce priorities into effective hiring strategies and connect talent acquisition seamlessly across the integrated talent management lifecycle, including workforce planning, onboarding and integration, performance management, development, succession, readiness, and retention. The role is accountable for strong governance, measurable outcomes, sound risk management, and full compliance with legal and regulatory requirements.

Education And/or Experience

• 7-10 years of progressive talent acquisition experience, including leadership of recruiters or a talent acquisition team and responsibility for enterprise or multi-business recruiting strategies. Experience in banking, financial services, or another regulated industry is preferred.
• Demonstrated experience with employment law and recruiting compliance, including work authorization and immigration sponsorship processes, as well as campus recruiting, internship programs, confidential executive or high-profile searches, and management of external recruiting partners.
• Demonstrated leadership presence, business acumen, talent acquisition expertise, and intellectual agility, with the ability to establish credibility quickly and influence executive leaders, hiring leaders, HR partners, and peers.
• Deep expertise in designing modern talent acquisition processes and selecting, implementing, and optimizing enabling technology, including applicant tracking systems, talent intelligence, CRM and pipeline tools, LinkedIn Recruiter, professional networks, advanced search techniques, survey tools, analytics platforms, and other sourcing channels
• Experience building and executing creative, scalable enterprise recruiting strategies in growth, transformation, or complex multi-business environments including the ability to establish scorecards and analytics, assess performance, identify capability gaps, and recommend the processes, tools, and measures needed to improve results.
• Highly collaborative and self-directed, with strong learning agility, enterprise orientation, and a track record of building trust across organizational boundaries.
• Strong people leadership, talent development, process execution, resource management, and interpersonal skills, with the ability to balance time-critical hiring needs with sustainable team performance and capability building.
• Experience creating and activating employment brand and talent marketing strategies that strengthen attraction, candidate engagement, and the organization's reputation as an employer of choice.
• Experience building and using scorecards, surveys, dashboards, and talent insights to assess talent acquisition effectiveness, diagnose constraints, analyze trends, drive team performance, improve outcomes, and guide leadership decisions.
• Proven ability to operate as a trusted talent advisor, challenge constructively, clarify trade-offs, and co-create practical solutions with business and HR leaders.
• Demonstrated proficiency in structured and behavioral interviewing, interviewer capability-building, early-career recruiting, and the use of hiring and attrition insights to strengthen workforce and selection decisions.
• Demonstrated experience designing, standardizing, and implementing end-to-end selection practices, including phone screens, candidate assessments, behavioral interviewing, interview scorecards, peer interviews, recruitment action plans, hiring-manager training and tools, and measurable 30-, 60-, and 90-day onboarding plans.
• Operates with urgency, discipline, and sound judgment; remains flexible in a dynamic environment while setting priorities, managing competing demands, and delivering on commitments.
• Adaptable and effective in ambiguity, with demonstrated change leadership and the ability to build new capabilities, operating practices, and stakeholder confidence.
  
  

Essential Duties And/or Responsibilities

• Set and execute a long-term, sustainable enterprise talent acquisition strategy aligned with Seacoast Bank's business priorities, workforce plans, culture, and Employer of Choice vision. Establish scalable, best-in-class recruiting processes, talent pipelines, sourcing channels, strategic partnerships, employer brand practices, and enabling technology.
• Build and lead Seacoast Bank's early-career talent strategy, including campus recruiting and internship programming. Establish relationships with universities, professional organizations, and community partners; build sustainable early-career pipelines; influence hiring leaders to incorporate early-career talent and related resources into workforce plans and hiring budgets.
• Lead, coach, and develop a highly capable talent acquisition team of consultative talent specialists with clear priorities, strong operating rhythms, consistent standards, and shared accountability for results. Build team capability through feedback, development, knowledge sharing, and effective resource deployment, to consistently and proactively advise leaders, build pipelines, source talent, assess labor-market dynamics, and present solutions beyond posted-job applicants.
• Build trusted, consultative partnerships with business leaders, HR Business Partners, and talent management colleagues. Establish clear roles, service-level expectations, decision rights, and communication routines that create accountability and deliver a consistent, high-quality experience for candidates and hiring leaders.
• Demonstrate strong hiring quality through structured interviewing practices; use recruiting and attrition insights to help leaders identify recurring talent risks and improve selection decisions.
• Establish and govern consistent, evidence-based selection practices, including standardized phone screens and candidate assessments, behavioral interviewing methodologies, interview scorecards and evaluation criteria, and a peer interview process that broadens perspective and strengthens the quality and consistency of hiring decisions.
• Create clear recruitment action plans and timelines for priority searches, defining selection stages, milestones, roles, decision points, and stakeholder commitments from intake through offer acceptance. Monitor progress, surface risks early, and adjust sourcing and selection strategies to maintain accountability and momentum.
• Build hiring-manager capability through practical training, coaching, and tools, including interview guides, sample behavioral questions, recommended interview flows, scorecard guidance, and decision-calibration practices that enable fair, disciplined, and effective candidate evaluation.
• Connect talent acquisition to the integrated talent management lifecycle by translating workforce plans and talent insights into hiring priorities; enabling effective onboarding and integration; and sharing relevant insights that inform performance, development, succession, readiness, and retention strategies. Align enterprise, business unit, HR, and talent acquisition goals while ensuring compliance with applicable federal regulations, including EEOC and OFCCP requirements, and the organization's Affirmative Action Policy.
• Partner with hiring leaders, HR Business Partners, and onboarding stakeholders to establish well-defined onboarding and integration plans with measurable 30-, 60-, and 90-day goals, clear ownership, and feedback checkpoints that accelerate readiness, reinforce role expectations, and strengthen early retention.
• Own the talent acquisition processes and cross-functional partnerships required to manage employment eligibility, work authorization, immigration sponsorship, student visas, green cards, and related employment-law considerations. Establish proactive tracking, alerts, clear handoffs, defined accountabilities, and efficient escalation practices in partnership with Legal, HR, business leaders, and external counsel or providers.
• Provide timely labor-market intelligence on talent availability, location, compensation, competitive activity, critical skills, and representation to inform workforce planning, sourcing strategies, and business decisions.
• Build, analyze, and continuously improve enterprise recruiting scorecards, surveys, metrics, and dashboards that illuminate quality of hire, pipeline health, speed, source effectiveness, candidate experience, hiring leader experience, attrition patterns, and team capacity. Translate analytics into clear recommendations, performance expectations, and actions that improve outcomes, strengthen accountability, and advise leaders.
• Champion Seacoast Bank's culture and employment brand in every talent interaction, model sound judgment and inclusive leadership, manage recruiting risk, and adhere to Seacoast Bank's Code of Conduct.
• Lead high-profile and confidential searches with discretion and sound judgment. Select and manage external search firms and staffing agencies, including due diligence, contract and fee review in partnership with the appropriate internal stakeholders, performance expectations, and accountability for results.
  
  

The Statements above are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of responsibilities, duties, and skills. Because these statements are general, the job description is used for a variety of purposes including job evaluations; performance reviews; recruitment; etc. All Associates are required to adhere to the highest legal and ethical standards applicable to our industry. It is the policy of Seacoast Bank that all Associates will be familiar and compliant with all regulatory, legal, ethical and Bank risk mitigation requirements pertaining to both our industry and their individual roles. This includes the on time, successful completion of annual required training post-hire and effective execution of role responsibilities