The Senior Talent Acquisition Manager directs the strategic vision and operational execution of enterprise-wide recruitment programs to deliver an exceptional, high-touch candidate experience. This position owns the end-to-end architecture, governance, and continuous optimization of global recruitment technologies, processes, and operating models. Acting as a strategic advisor to executive leadership, the Senior Manager partners with C-suite stakeholders and key vendor partners to design and implement large-scale hiring ramps, institutionalize workforce outreach initiatives, and spearhead transformational change management across the enterprise.

• Leads the design, implementation, and evaluation of enterprise recruitment strategies to align with overall Association priorities.
• Develops and implements customized, data-driven sourcing frameworks for high-turnover and hard-to-fill verticals, leveraging deep labor market intelligence and predictive analytics to capitalize on emerging talent attraction channels.
• Assesses and operationalizes team Key Performance Indicators (KPIs) to lead and mentor a high-performing TA team, fostering professional development and driving a culture of accountability.
• Cultivates executive-level partnerships across work groups and business units, delivering tailored talent solutions that directly align with enterprise objectives and long-term strategic goals.
• Administers enterprise ATS (e.g., iCIMS) functionality, governance, and security protocols, ensuring continuous platform optimization and a frictionless digital experience for both recruiters and candidates.
• Oversees the lifecycle of large-scale, enterprise-level recruitment initiatives and annual hiring ramps, enforcing rigorous project management, strict deadlines, and uncompromised quality standards.
• Partners with executive leadership and marketing teams to architect and deploy a comprehensive employer brand strategy, leveraging multi-channel digital attraction tools to fortify the candidate pipeline for critical and high-priority positions.
• Cultivates strategic partnerships with external consultants and vendors, aligning external recruitment processes and managing comprehensive Request for Proposal (RFP) evaluations and contract negotiations.
• Provides strategic and data-driven recommendations to senior leadership to proactively address organizational challenges, assess recruiting needs, and prioritize high-impact initiatives.
• Champions a continuous improvement mindset, designing and scaling modernized recruitment models that mitigate compliance risk, eliminate bottlenecks, and maximize candidate engagement.
• Other duties as assigned.

Education

• Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required.

Years of Experience

• A minimum of seven (7) years of management experience in a high-volume talent acquisition environment which must include at least three (3) years of leading large-scale implementations and cross functional teams within a complex, multi-site organization.

License & Certifications

• None

Competencies

• Advanced proficiency in managing Applicant Tracking Systems (ATS), HRIS database management, and leveraging technical tools for direct sourcing
• Expert-level ability to manipulate complex data sets (Excel) to provide high-level recruitment metrics and workforce analysis.
• Excellent verbal and written communication and presentation skills and demonstrated the ability to effectively partner with senior leaders and external partners.
• Expertise in executing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards.
• Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues.
• Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline.