Senior Manager, Talent Acquisition

Overview of position:

FEDITC is seeking a Senior Manager, Talent Acquisition to provide day-to-day leadership and operational oversight of the organization’s recruiting function. This position is responsible for ensuring recruiting activities are effectively prioritized, coordinated, and executed while maintaining a high standard of candidate experience, hiring manager support, compliance, and recruiting performance.

The Senior Manager, Talent Acquisition will serve as the senior subject-matter resource for the recruiting team, providing guidance, mentorship, coaching, and professional development while remaining actively engaged in recruiting for critical, specialized, senior-level, and difficult-to-fill positions.

This position will partner closely with the Head of Human Resources, hiring managers, program leadership, and other stakeholders to translate workforce requirements into effective recruiting strategies. The position reports to the Head of Human Resources, who maintains overall leadership and oversight of the Human Resources and Talent Acquisition functions.

Responsibilities:

• Lead and coordinate the day-to-day activities, priorities, and workload of the Talent Acquisition team.
• Provide coaching, mentorship, technical guidance, and professional development to recruiters.
• Establish consistent recruiting practices, workflows, service expectations, and accountability across the recruiting function.
• Conduct regular recruiting team meetings and requisition reviews to evaluate priorities, aging positions, candidate pipelines, barriers, and required actions.
• Manage and recruit for senior-level, specialized, mission-critical, and difficult-to-fill positions as needed.
• Partner with hiring managers and program leadership to understand staffing requirements, position qualifications, contract requirements, hiring priorities, and anticipated workforce needs.
• Develop sourcing and recruiting strategies appropriate to each position, labor market, location, clearance requirement, and customer or contract need.
• Review recruiting pipelines and ensure recruiters maintain appropriate candidate activity and timely follow-up.
• Support recruiters in developing sourcing strategies for positions with limited candidate availability.
• Ensure consistent communication with candidates and hiring managers throughout the recruiting lifecycle.
• Monitor requisition progress and proactively escalate significant staffing risks, hiring delays, compensation concerns, or resource constraints to the Head of Human Resources.
• Assist with recruiter training, onboarding, performance development, and identification of skill gaps.
• Promote knowledge sharing, collaboration, accountability, and continuous improvement within the recruiting team.
• Partner with HR to ensure appropriate handoffs between recruiting, offer, pre-employment, onboarding, and employee record processes.
• Maintain recruiting data integrity and ensure candidate and requisition activity is accurately documented within the Applicant Tracking System (ATS).
• Support the effective administration and continued optimization of Greenhouse and its integration with ADP.
• Identify opportunities to improve recruiting processes, workflows, technology utilization, reporting, candidate experience, and hiring manager experience.
• Develop and monitor recruiting metrics and provide regular updates to the Head of Human Resources.
• Assist with workforce planning and recruiting forecasts based on current openings, anticipated contract awards, program requirements, attrition, and organizational growth.
• Support recruiting activities associated with proposals, contract transitions, incumbent capture, new contract awards, and rapid staffing initiatives.
• Develop and maintain talent pipelines for recurring, specialized, and high-demand positions.
• Ensure recruiting practices comply with applicable federal, state, and local employment requirements and company policies.
• Support recruiting compliance applicable to a federal government contractor, including appropriate recordkeeping and documentation requirements.
• Maintain confidentiality of candidate, employee, compensation, proprietary, and company information.
• Perform other duties and special projects as assigned by the Head of Human Resources.

Leadership Responsibilities:

• Serve as the operational leader and senior recruiting resource for the Talent Acquisition team.
• Assign and coordinate recruiting priorities and monitor recruiting activity and workload.
• Provide guidance, mentorship, and coaching to recruiting staff.
• Identify performance and development needs and support the professional growth of recruiters.
• Escalate matters involving significant policy decisions, employee relations, compensation exceptions, organizational changes, disciplinary action, or matters outside delegated authority to the Head of Human Resources.

Key Performance Indicators (KPIs):

• Time-to-fill and time-to-hire.
• Requisition aging.
• Candidate pipeline development.
• Qualified candidate submission rates.
• Interview-to-offer and offer-acceptance rates.
• Hiring manager responsiveness and satisfaction.
• Candidate experience.
• Recruiting workload and requisition management.
• ATS data accuracy and documentation.
• Compliance with recruiting and recordkeeping requirements.
• Successful staffing of priority and difficult-to-fill positions.
• Effectiveness of recruiter coaching and development.
• Recruiting process improvements and operational efficiency.
• Quality and timeliness of recruiting reporting.
• Effectiveness of talent pipelines for recurring and anticipated requirements.

Experience/Skills:

• Extensive progressive experience in recruiting, talent acquisition, staffing, or related human resources functions.
• Demonstrated experience leading, mentoring, coaching, or developing recruiting professionals.
• Strong experience managing multiple concurrent requisitions and competing hiring priorities.
• Demonstrated ability to recruit for specialized, technical, professional, and senior-level positions.
• Strong knowledge of sourcing, candidate assessment, interviewing, offer management, and recruiting lifecycle practices.
• Experience working with applicant tracking systems and recruiting technology.
• Strong interpersonal, communication, organizational, analytical, and problem-solving skills.
• Ability to effectively partner with executives, hiring managers, program leadership, HR professionals, and candidates.
• Ability to exercise sound judgment and maintain confidentiality when handling sensitive information.

Preferred Experience/Skills:

• Experience recruiting within the federal government contracting industry preferred.
• Experience recruiting technical, cybersecurity, engineering, IT, professional services, and/or cleared personnel preferred.
• Knowledge of recruiting considerations associated with government contracts, proposals, contract transitions, incumbent capture, and rapid staffing requirements preferred.
• Experience with Greenhouse, ADP, or comparable ATS/HRIS platforms preferred.
• Familiarity with federal contractor employment and recordkeeping requirements preferred.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related discipline, or an equivalent combination of education and substantial relevant professional experience.

Preferred Certifications:

• Professional HR or talent acquisition certification such as SHRM-CP/SCP, PHR/SPHR, or related credential preferred.

Core Competencies:

Talent Acquisition Leadership • Recruiting Operations • Team Development & Mentorship • Strategic Sourcing • Workforce Planning • Federal Contractor Recruiting • Stakeholder Management • Candidate Experience • Recruiting Analytics • Process Improvement • ATS Administration • Compliance & Documentation • Communication • Judgment & Problem Solving

Work Environment:

This position operates in a professional business environment and routinely uses standard office and technology systems. The position may support recruiting activities across multiple geographic locations, contracts, programs, and business units. Occasional travel may be required based on business needs.

Disclaimer:

This job description is intended to describe the general nature and level of work performed by individuals assigned to this position. It is not intended to represent an exhaustive list of all responsibilities, duties, qualifications, or working conditions. Responsibilities may be modified based on organizational and business requirements.