Sr. Manager, Talent Acquisition

Position Summary

Title

Sr. Manager, Talent Acquisition

Department

Talent & Culture

Reports to

EVP, Talent & Culture

Direct reports

Internal Recruiter (1)

Scope

Headquarters and all operating companies

Location

Company office in Nashville, TN or Greensboro, NC (office-based role; not remote)

FLSA status

Exempt

The Sr. Manager, Talent Acquisition owns the outcomes of hiring across headquarters and the operating companies. This role implements the talent acquisition strategy set with the EVP of Talent & Culture and reports on the KPIs that show whether it is working.

This is a leadership role, not a full-cycle recruiting role. Our strategy is local hiring for front-line roles, so the Sr. Manager supports operating companies with posting those roles locally. Senior manager, critical business, and headquarters roles are filled through a proactive recruitment approach led by this role.

The Sr. Manager partners with the Senior Manager, Benefits & Total Rewards to align every role to standard job descriptions and pay grades. The role leads through influence: aligning hiring managers and business partners, setting clear expectations and SLAs, and coaching the Internal Recruiter to deliver. Outcomes matter: success is measured by the right people in the right roles, on time.

Key Responsibilities

Strategy implementation

Translate the talent acquisition strategy into an annual plan with clear priorities, owners, and milestones for headquarters and each operating company.
Standardize the hiring process across the enterprise, including requisition approval, interview, offer, and handoff to onboarding, while allowing for operating company needs.
Evaluate and improve recruiting tools, sourcing channels, and vendor relationships to get the best return on spend.

Hiring approach by role type

Front-line roles (local hiring): Support operating companies with posting roles locally. Provide posting templates, recommended local channels, and guidance so hiring managers can fill roles quickly and consistently.
Senior manager, critical business, and headquarters roles (proactive recruitment): Build talent pipelines ahead of need through market mapping, direct sourcing, networking, and referrals. Partner with leaders on succession and upcoming openings so searches start before roles become urgent.

Total Rewards alignment

Partner with the Senior Manager, Benefits & Total Rewards to align every role to a standard job description and pay grade before it is posted.
Ensure offers fall within approved pay ranges and route exceptions through the established approval process.

Reporting and KPIs

Provide the EVP of Talent & Culture with weekly and monthly KPI reports covering hiring speed, quality, cost, and pipeline health.
Turn data into recommendations: flag risks early, explain trends, and propose actions.
Present hiring forecasts and workforce gaps to senior leaders during annual and quarterly planning.

Partner alignment and strategic roles

Build trusted relationships with executives, operating company leaders, and HR business partners.
Align the entire talent acquisition support team, internal and external (including agencies and vendors), to the respective business and functional strategies of headquarters and each operating company.
For senior and critical roles, align with key partners on success profiles, sourcing approach, and selection criteria.
Hold hiring managers and partners accountable to their commitments in the process, such as interview availability and feedback turnaround.

SLAs and process accountability

Define SLAs for each stage of hiring with recruiters, hiring managers, and vendors.
Monitor SLA performance, address bottlenecks, and escalate when commitments are missed.

Leading the Internal Recruiter

Set clear individual KPIs and goals for the Internal Recruiter, tied to business outcomes.
Coach, remove obstacles, and provide regular feedback and development rather than managing day-to-day recruiting tasks.
Balance workload across requisitions and step in only where support or escalation is needed.

Employer brand and candidate experience

Partner with Talent & Culture and Marketing on employer brand and recruitment marketing.
Ensure a consistent, positive candidate experience and compliant hiring practices across all locations.

Key Performance Indicators

This role is measured on outcomes for the business. Targets will be set with the EVP of Talent & Culture and reviewed at least annually.

KPI

What it measures

Reported to EVP

Owned by Recruiter too

Time to fill

Days from approved requisition to accepted offer

Weekly

Yes

Time to start

Days from approved requisition to first day

Weekly

Yes

Offer acceptance rate

Accepted offers divided by offers extended

Weekly

Yes

Strategic role fill rate

Critical roles filled on target date

Weekly

SLA compliance

Percent of hiring stages completed within SLA

Weekly

Yes

Quality of hire

Hiring manager satisfaction and 90-day performance

Monthly

Yes

First-year retention

Percent of new hires still employed at 12 months

Monthly

Cost per hire

Total recruiting spend divided by hires

Monthly

Candidate experience

Candidate survey score

Monthly

Yes

Hiring manager satisfaction

Post-hire survey score

Monthly

Yes

Source of hire

Mix of referral, direct, agency, and internal hires

Monthly

Leadership Approach

The ideal candidate is a servant leader who measures success by the results of the team and the business.

Outcomes over activity. Focuses on whether the business gets the right people at the right time, not on the number of tasks completed.
Influence over control. Leads hiring managers, partners, and vendors without direct authority, through credibility, data, and clear expectations.
Serves the team. Removes obstacles for the Internal Recruiter, shares credit, and invests in their growth.
Serves the business. Understands each operating company's goals and adapts the approach to help leaders succeed.
Accountable and transparent. Owns the results, reports openly on what is and isn't working, and acts quickly to fix gaps.

Qualifications

Required

Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.
8+ years of talent acquisition experience, including 3+ years leading recruiters or a recruiting function.
Experience supporting multiple business units, locations, or operating companies.
Track record of building and reporting on recruiting KPIs and SLAs.
Experience partnering with senior executives on strategic and leadership hires.
Working knowledge of employment law and compliant hiring practices.
Hands-on experience with an applicant tracking system or HRIS, such as ADP Workforce Now.

Preferred

Experience in a holding company or multi-entity environment.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience with recruitment marketing, employer branding, and recruiting analytics tools.
Experience managing agency and vendor relationships.

Competencies and Working Conditions

Core competencies

Strategic thinking and execution
Influence and stakeholder management
Data-driven decision making
Coaching and talent development
Clear, concise communication with executives
Business acumen across diverse operating companies

Working conditions

Office-based role (not remote) at a company office in Nashville, TN or Greensboro, NC, with travel to operating company locations as needed (estimated up to 25%).
Standard office environment; extended hours may be required during peak hiring periods.

This job description outlines the general nature of the role and is not an exhaustive list of duties. Responsibilities may change based on business needs.