Talent Acquisition Manager (must work within San Diego County)
YMCA of San Diego County · San Diego, CA, US ·
- Seniority
- Junior
- Category
- Recruiting
Overview
The Talent Acquisition (TA) Manager is responsible for managing the operational oversight of the Talent Acquisition team to deliver a robust and seamless candidate experience. This role drives the end-to-end design, implementation, and optimization of recruitment systems and processes, ensuring the team is equipped to meet evolving business needs. As a key strategic partner, the TA Manager collaborates with Association leaders and external vendors to lead high-volume hiring initiatives, campus/vocational outreach, and enterprise-wide process improvement designs.
Responsibilities
- Manages TA operations and scales recruitment strategies for positions that may include high-volume, entry-level, specialized and executive roles overseeing the full lifecycle from strategic posting to selection and onboarding.
- Creates customized sourcing strategies for high-turnover and hard-to-fill roles, leveraging market data to capitalize on new avenues for talent attraction.
- Establishes and monitors critical team Key Performance Indicator (KPIs), including Time to Fill and Aged Requisitions, to ensure recruitment efficiencies and data-driven decision-making.
- Builds and cultivates relationships with work groups, providing tailored talent solutions that align with specific business objectives and long-term goals.
- Manages and issue spots functionality needs of ATS (e.g., iCIMS) platform, ensuring appropriate security protocols and optimizing user experience for both recruiters and candidates.
- Oversees large-scale recruitment initiatives, including annual ramps of up to 1,200 employees, ensuring all project deadlines and quality standards are met.
- Partners with TA Director and the Marketing team to design and implement a comprehensive employer brand strategy, leveraging social media and digital attraction tools and creating programs to increase the candidate pipeline for critical and high-priority positions.
- Strategically partners with external consultants and vendors to align recruitment processes and manage Request for Proposal (RFP) activities effectively.
- Provides senior leadership with comprehensive recruitment analytics and actionable insights to address organizational challenges and workforce planning needs.
- Drives a culture of continuous improvement by developing and implementing refined recruitment models that mitigate risk and enhance candidate engagement.
- Other duties as assigned.
Qualifications
Education
- Bachelor’s degree in a related field, OR four (4) years equivalent related experience is required AND,
Years of Experience
- A minimum of five (5) years of supervisory or management experience in a high-volume Talent Acquisition environment.
- To include one (1) year experience managing 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.
- Excellent verbal and written communication and presentation skills and the ability to effectively partner with senior leaders and external partners.
- Strong understanding of federal and state employment laws, government compliance reporting, and HR data security protocols.
- High proficiency in essential business software including Microsoft Office suite (e.g., advanced Excel for complex data set manipulation to provide high-level recruitment metrics and workforce analysis).
- Expertise in directing large-scale recruitment initiatives and "ramp-up" periods (e.g., annual hiring of 1,000+ employees) while meeting strict project deadlines and quality standards.
- Demonstrated expertise with employer branding and digital attraction strategies that enhance the organization’s reputation and candidate pipeline.
- Proven ability to lead recruitment teams through system transitions and process shifts while maintaining high morale and performance standards.
- Ability to design customized sourcing strategies for specialized and high-turnover roles by leveraging market data and emerging talent attraction avenues.