Senior Manager, Talent Acquisition

Job Description

Job Description

Description

Senior Manager, Talent Acquisition


Location: Hybrid – Onsite presence required minimum two days/week
Reports to: Chief Human Resources Officer (CHRO)

Position Summary

The Senior Manager, Talent Acquisition plays a critical role in driving equitable, strategic, and high-impact hiring practices across the organization. Leading a team of talent acquisition specialists, this role ensures that our hiring strategy is both values-aligned and responsive to evolving workforce needs—including high-volume seasonal hiring and specialized recruitment efforts.

This position leads the full-cycle recruitment process and supports continuous innovation, learning, and process improvement across the Talent Acquisition function. The Senior Manager partners closely with department leaders, hiring managers, and HR colleagues to ensure that recruitment is proactive, inclusive, and focused on long-term organizational growth and employee success.
Key Responsibilities

Team Leadership & Supervision

• Lead, coach, and support a team of talent acquisition specialists, ensuring high-quality, consistent hiring practices across all departments and programs.
• Foster a culture of learning, reflection, and accountability across the team.
• Promote practices that encourage cross-learning, data-informed decision making, and a continuous improvement mindset.

Talent Acquisition Strategy & Execution

• Develop and execute innovative, equity-centered recruitment strategies for both year-round and seasonal hiring—particularly for high-volume summer programs.
• Collaborate with department leaders and HR Business Partners to forecast hiring needs and plan pipeline strategies accordingly.
• Build and maintain relationships with key sourcing partners including universities, community organizations, and professional networks.

Candidate Experience & Branding

• Oversee and continuously improve the candidate experience across all stages of the hiring process—from application to offer.
• Partner with the Communications/Marketing team to ensure consistent and inclusive employer branding across digital platforms and community-facing materials.
• Implement best practices in sourcing, screening, and interview facilitation to ensure transparency and reduce bias.

Technology, Metrics & Process Improvement

• Leverage data, metrics, and dashboards to track recruitment performance, inform decisions, and measure progress against hiring goals.
• Optimize use of the Applicant Tracking System (ATS) and sourcing platforms.
• Identify opportunities for process improvements and operational efficiencies that strengthen the recruitment lifecycle.

Collaboration & Organizational Engagement

• Serve as a thought partner to senior leaders and hiring managers on staffing structures, workforce planning, and internal mobility strategies.
• Represent Talent Acquisition on cross-functional People & Culture initiatives.
• Stay informed on industry trends, labor market conditions, and talent acquisition innovations to help future-proof our approach.

Skills, Knowledge & Expertise

Required:

• Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree is a plus.
• Minimum of 7–10 years of progressive experience in recruitment and talent acquisition, including at least 3 years in a supervisory or leadership role.
• Experience leading high-volume, seasonal, or program-based hiring initiatives.
• Deep knowledge of talent acquisition best practices, including innovative strategies, organizational development, and the integration of employee engagement starting with recruitment and onboarding.
• Demonstrated experience drafting, implementing, and communicating HR policies in a multi-site or cross-sector environment.
• Demonstrated ability to apply policies consistently and equitably across departments.
• Skilled at advising managers on complex recruitment challenges and coaching toward resolution.
• Experience contributing to or executing strategic HR and talent initiatives.
• Demonstrated ability to manage multiple projects, navigate complex organizational matters, and drive initiatives from inception to completion.
• Adept at working with data and HR systems to inform decisions and track outcomes. A data-driven approach is essential.
• Experience with Applicant Tracking Systems (ATS); experience with ADP is a plus.
• Proven ability to communicate with professionalism, clarity, and cultural awareness at all levels of an organization.
• Strong collaboration skills and ability to work across HR functions.
• Must be solutions-oriented, adaptable, and eager to drive innovation.
• Demonstrated commitment to diversity, equity, inclusion, and belonging (DEIB) in all HR practices.
• Ability to travel to various YGB locations and to be onsite at a minimum of two days per week.

Physical Requirements:

• Ability to sit and use a computer for extended periods.
• Ability to communicate effectively in both in-person and virtual settings.
• Occasional travel to program sites, hiring events, and partner locations.