Talent Acquisition Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Acquisition Manager based in United States .

We are seeking a strategic and hands-on Talent Acquisition Manager to lead recruitment initiatives across North America, supporting a workforce of approximately 3,500 employees. This newly created leadership role offers the opportunity to shape recruiting strategies, modernize hiring practices, and build a high-performing talent acquisition function. You will collaborate closely with operational leaders and business stakeholders to align workforce planning with organizational objectives. By leveraging data analytics, innovative sourcing techniques, and modern recruiting technologies, you will improve hiring efficiency and candidate experience. You will also lead and develop a team of two direct reports while overseeing external recruitment partners. This is an exciting opportunity for a results-driven professional to influence business outcomes within a dynamic, global manufacturing environment. The position is fully remote, with residence required in the Eastern or Central Time Zone and occasional travel.

Accountabilities

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Lead North American recruitment strategy: Develop and execute talent acquisition strategies across the United States and Canada, ensuring alignment with business priorities, workforce requirements, and organizational goals.

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Build strategic stakeholder partnerships: Collaborate with operations leaders, hiring managers, and business units to understand recruitment needs and deliver effective, timely hiring solutions.

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Drive recruitment innovation: Introduce modern sourcing strategies, emerging technologies, and innovative recruitment practices to improve candidate engagement, hiring efficiency, and overall effectiveness.

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Balance strategic leadership with execution: Provide direction for the recruitment function while remaining actively involved in critical searches, complex hiring requirements, and day-to-day recruitment challenges.

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Lead and develop the team: Manage two direct reports, establish clear performance expectations, encourage collaboration, and foster continuous professional development.

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Leverage recruitment analytics: Establish and monitor key performance indicators, analyze hiring trends, and implement data-driven improvements to time-to-fill, quality of hire, and sourcing effectiveness.

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Optimize recruitment technology: Maximize the effectiveness of applicant tracking systems, digital sourcing platforms, professional networks, and other recruitment tools.

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Manage external recruitment partners: Oversee recruitment vendors, maintain productive agency relationships, and develop an external recruiter network to support specialized and hard-to-fill positions.

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Enhance the candidate experience: Promote consistent, professional, and engaging interactions throughout the recruitment lifecycle.

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Support workforce planning: Partner with business leaders to anticipate hiring needs, identify skills gaps, and develop proactive talent acquisition strategies.

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Standardize and improve processes: Evaluate existing recruitment practices and implement scalable, consistent processes across North American operations.

Requirements

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Talent acquisition leadership: At least five years of experience in talent acquisition management, with demonstrated responsibility for leading recruitment teams, strategies, or functions.

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Regional recruitment experience: Experience supporting multiple business units, locations, or regions; cross-border recruitment experience across North America is highly desirable.

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Industry knowledge: Experience in manufacturing or another complex, operations-driven environment is preferred.

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Recruitment technology expertise: Strong knowledge of applicant tracking systems, online recruitment platforms, digital sourcing tools, professional networks, and contemporary talent acquisition practices.

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Stakeholder management: Proven ability to build trusted relationships with operations leaders, hiring managers, and business stakeholders.

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Vendor management: Experience overseeing recruitment agencies, managing external vendors, and developing effective relationships with external recruiters.

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Data-driven decision-making: Ability to interpret recruitment metrics, identify trends, and translate insights into measurable improvements.

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Strategic and operational capability: Confidence balancing long-term workforce planning and recruitment strategy with hands-on support for critical hiring needs.

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Leadership and communication: Strong people management, communication, influencing, problem-solving, and change-management skills.

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Education: A bachelor's degree is preferred but not required; equivalent professional experience and demonstrated achievements are equally considered.

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Location requirements: Must reside and work within the Eastern or Central Time Zone. Candidates based in other U.S. time zones are not eligible.

Benefits

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Competitive base salary: $150,000–$165,000 annually, depending on qualifications and experience.

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Performance-based bonus: Eligibility for an annual bonus of up to 20% of base salary.

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Remote work: Fully remote working arrangement, subject to the specified Eastern or Central Time Zone residency requirement.

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Travel expenses covered: Transportation and lodging provided for the initial one-month acclimation period at the corporate office in Ohio, as well as for future business travel.

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Manageable travel commitments: Approximately four to six trips per year after the initial acclimation period.

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Leadership opportunities: Direct management of two team members, with the opportunity to build and develop a high-performing recruitment function.

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Strategic influence: The chance to shape talent acquisition strategy, introduce innovative recruiting practices, and influence workforce planning across a North American organization.

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Career development: Opportunities to drive continuous improvement, strengthen leadership capabilities, and make a measurable impact on organizational growth.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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