The Recruiting Manager is responsible for leading the talent acquisition team and managing the full recruiting lifecycle across a diverse set of roles, from entry-level to leadership and business-critical positions. This role drives advanced sourcing strategies, talent pipeline development, and workforce planning initiatives across multiple regions. The Recruiting Manager partners closely with senior leadership to attract, hire, and retain high-quality talent while mentoring the recruiting team and continuously improving recruiting effectiveness, candidate experience, and operational efficiency.

Essential Duties/Responsibilities

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Provide guidance, mentorship, and functional leadership for regional recruiters, senior recruiters, coordinators, and hiring managers regarding recruitment processes, candidate assessment, and selection practices.
Partner with senior leadership to understand business objectives, workforce planning needs, and hiring forecasts. Serve as a trusted advisor, providing market intelligence and compensation insights.
Develop succession-focused talent pipelines for key operational and management positions. Build and leverage robust talent pools (active and passive) using advanced sourcing strategies, including market mapping, networking, and referrals.
Manage and oversee recruitment efforts for leadership, hard-to-fill, confidential, and business-critical positions, utilizing targeted search methodologies and competitive intelligence. Ensure the team meets expected hiring goals.
Drive process improvement by establishing recruiting performance standards, best practices, and service-level expectations to improve team effectiveness and hiring outcomes.
Develop recruiting dashboards and present talent acquisition metrics (time-to-fill, quality of hire, pipeline health), trends, and hiring forecasts to executive leadership on a recurring basis.
Serve as a subject matter expert for ATS optimization, recruitment marketing technology, and talent acquisition process enhancements. Evaluate and implement new sourcing technologies and automation solutions.
Lead initiatives designed to strengthen diversity recruiting outcomes and support organizational diversity, equity, and inclusion objectives.
Collaborate with Marketing and HR leadership to enhance employer branding strategies, recruitment marketing campaigns, and candidate attraction efforts. Participate in career fairs and industry networking events.
Ensure strict compliance with all federal, state, and local employment laws, AAP/EEO guidelines, and internal policies.
Partner with HR and location managers to ensure a smooth onboarding and integration process for new hires.
Other duties as assigned

Minimum Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Minimum 8+ years of full-cycle recruiting experience, with at least 2-3 years in a direct management or leadership role overseeing a talent acquisition team.
Experience supporting multi-site operations and high-volume hiring environments.
Strong experience with Applicant Tracking Systems (ATS), recruitment analytics, and modern sourcing tools.
Solid knowledge of sourcing strategies, workforce planning, and AAP/EEO compliance.
Ability to travel up to 35%.

Preferred Qualifications

Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, AIRS, or Talent Acquisition specialty certifications preferred.
Demonstrated ability to influence and build partnerships at all organizational levels, particularly with senior leadership.
Strong analytical skills with the ability to interpret recruiting metrics and trends to drive hiring decisions.
Highly organized with exceptional time management, prioritization, and delegation skills.
Excellent written and verbal communication skills; Bilingual is a definite plus.
Proven ability to handle confidential information with discretion.
Experience leading recruiting projects, process improvement initiatives, or enterprise-wide talent acquisition programs.

Working Conditions and Physical Demands

Primarily office-based with occasional travel to offsite locations.
Prolonged sitting, walking and regular use of computers and office equipment.
Occasional lifting up to 10lbs.

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