Talent Acquisition Manager

The Talent Acquisition Manager is responsible for leading and executing talent acquisition strategies that support organizational growth, workforce planning, and business objectives. This role provides leadership for high-volume, nationwide outside sales and operations recruiting efforts while overseeing workforce planning, talent acquisition processes, reporting, vendor management, and recruiting technology platforms.

The Talent Acquisition Manager partners closely with Human Resources, Sales Leadership, Operations, and Executive Leadership to attract, hire, and retain top talent across multiple markets. This position requires expertise in recruiting sales professionals, outside sales consultants, and other roles in Operations within the health insurance industry.

This position plays a critical role in supporting organizational growth by developing scalable recruiting strategies, improving recruiting effectiveness, enhancing candidate experience, and ensuring consistent hiring practices across the organization.

Overview of Responsibilities

This position requires the ability to lead, manage, and execute core talent acquisition functions, including but not limited to the following:

Talent Acquisition Strategy & Planning: Develop and implement talent acquisition strategies that align with organizational objectives and revenue growth, workforce plans, growth initiatives, and hiring demands across multiple business functions and geographic markets.
Outside Sales Recruiting Leadership: Lead nationwide recruiting efforts for outside sales professionals and develop sourcing strategies designed to attract high-performing sales talent in competitive markets.
Recruiting Operations Management: Oversee recruiting operations, processes, workflows, compliance requirements, reporting, system administration, and hiring metrics to improve quality, speed, efficiency, and scalability.
Sourcing & Pipeline Development: Establish and maintain proactive sourcing strategies utilizing direct sourcing, networking, employee referrals, industry associations, social media platforms, recruiting technologies, talent mapping, and market research.
Recruitment Marketing & Employer Branding: Support the development and execution of recruitment marketing initiatives that strengthen employer brand awareness and improve candidate attraction efforts nationwide.
Vendor & Agency Management: Manage relationships with recruiting agencies, job boards, advertising partners, background screening providers, and other recruiting vendors to ensure service quality and cost effectiveness.
Collaboration & Communication: Partner with Compensation Manager, HR, Sales Leadership, Operations, and senior leadership to provide guidance on recruiting decisions, hiring strategies, talent market trends, and workforce challenges.
Data Analysis & Reporting: Analyze recruiting metrics including time-to-fill, cost-per-hire, candidate conversion rates, source effectiveness, hiring manager satisfaction, and quality-of-hire indicators. Develop reporting and actionable insights to support strategic decision-making.
Compliance & Governance: Ensure recruiting practices comply with the company’s policies, federal, state, and local employment regulations, including equal employment opportunity requirements, interviewing guidelines, background screening procedures, and pay transparency regulations.
Team Leadership & Development: Oversee recruiting team and provide leadership, coaching, mentoring, and performance management for recruiters and recruiting support staff while promoting a high-performance, service-oriented culture.

Additional Skills and Requirements

Education: Bachelor’s degree in a related field preferred. An equivalent combination of education and relevant experience may be considered.
Experience: Minimum of 7-10 years of progressive recruiting and talent acquisition experience, including significant experience recruiting nationally for outside sales organizations. Prior management experience, leading recruiters and recruiting operations strongly preferred.
Heavy emphasis on outside sales recruiting for national sales organizations, including experience identifying, attracting, and hiring highly productive sales professionals.
Health Insurance Industry Experience: Direct experience recruiting within the health insurance, employee benefits, brokerage, general agency, carrier, Medicare, ancillary benefits, or related industry highly preferred.
Operational Leadership: Proven ability to develop recruiting processes, implement standards, manage service levels, establish metrics, and drive continuous improvement initiatives.
Technical Knowledge: Strong understanding of recruiting best practices, workforce planning, talent sourcing methodologies, interviewing techniques, candidate assessment, and employment regulations.
Systems Experience: Experience utilizing Applicant Tracking Systems (ATS), Human Resources Information Systems (HRIS), CRM platforms, sourcing technologies, LinkedIn Recruiter, and reporting tools. Experience with ADP Recruiting or similar systems preferred.
Analytical Skills: Demonstrated ability to interpret recruiting data, measure performance, identify trends, and develop actionable recommendations for business leaders.
Communication & Collaboration: Excellent communication, relationship-building, and stakeholder management skills, with the ability to influence and partner effectively at all levels of the organization.
Organization: Strong organizational and time-management skills, with the ability to manage multiple priorities, competing demands, and hiring deadlines in a fast-paced environment.
Working knowledge of federal, state, and local employment laws and regulations, including equal employment opportunity, pay transparency, and hiring compliance requirements.
Demonstrated ability to maintain strict confidentiality and professionalism when handling sensitive candidate, employee, and organizational information.
Ability to work independently in a remote environment while managing deadlines, stakeholder expectations, and competing priorities.

Compensation

Annual Salary Range*: $125,000 - $145,000 per year
Actual compensation may vary from posting based on work experience, education, and/or skill level.
- The hourly or salary range is the range Warner Pacific in good faith believes is the range of possible compensation for this role at the time of this posting. The Company may ultimately pay more or less than the posted range. This range may be modified in the future. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
We offer a range of market-competitive benefits that include merit increases, paid holidays, Paid Time Off, medical, dental, vision, short- and long-term disability benefits, 401(k) + match, and life insurance.
As an organization that values diversity of backgrounds, experiences, thoughts, and education levels, we know that an amazing candidate may not have all the qualifications that are listed above. Warner does not want to miss out on excellent candidates. If you believe you would be able to leverage your skills and strengths to meet our “Duties & Responsibilities” section, please apply! We look forward to hearing from you!

Warner Pacific is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other protected status under applicable law.

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