Description
The Talent Acquisition Field Manager is responsible for leading, supporting, and managing hourly and salaried recruitment efforts across their designated region and client groups. This role requires a proactive approach in driving recruitment success by aligning with business objectives, maintaining high standards in candidate selection, and ensuring the implementation of best practices across the Talent Acquisition team. The ideal candidate will exemplify leadership by proactively guiding and mentoring their team, ensuring clean data practices, and continuously improving processes and systems.

Candidate Experience Management

• Oversee the development and implementation of initiatives aimed at enhancing the candidate experience, from initial contact through onboarding.
• Establish mechanisms to gather feedback from candidates throughout the recruitment process, using insights to refine practices and improve satisfaction

Leadership and Team Management

• Lead and manage the recruitment team within your region, providing guidance and support to ensure the timely and successful hiring of both hourly and salaried positions.
• Develop and implement recruitment strategies that align with the business objectives of your region and clients, focusing on achieving key performance indicators (KPIs) and maintaining the STAR 2.0 philosophy.
• Conduct regular reviews of team performance, identifying opportunities for group training, one-on-one mentoring, and professional development.
• Lead by example in managing challenging searches, engaging in complex hiring manager conversations, and stepping in to support your team where needed.
• Ensure clear expectations and accountability within the team while offering the necessary support and resources to enable their success.

Stakeholder Communication and Alignment

• Conduct regular meetings with key stakeholders (e.g., regional HR leaders, business unit heads) to review recruitment metrics, discuss upcoming hiring needs, and align recruitment strategies with broader business goals.
• Work closely with HR, Operations, and other relevant departments to ensure recruitment efforts are integrated with other talent management initiatives (e.g., workforce planning, succession planning).
• Support and eventually lead MBR & QBR’s with your respective business.

Data Integrity and Process Improvement

• Ensure all recruiting activities are accurately tracked and recorded in real-time within the ATS, CRM, and third-party recruitment platforms to maintain clean and reliable data.
• Monitor recruiting processes and systems with a keen eye for continuous improvement, providing feedback and implementing changes as necessary to enhance efficiency and effectiveness.

Candidate Experience Management

• Oversee the development and implementation of initiatives aimed at enhancing the candidate experience, from initial contact through onboarding.
• Establish mechanisms to gather feedback from candidates throughout the recruitment process, using insights to refine practices and improve satisfaction.

Technology and Tools Optimization

• Continuously evaluate and recommend new technologies and tools that could enhance the efficiency and effectiveness of recruitment processes.
• Explore opportunities for integrating AI and automation into recruitment workflows to streamline tasks like candidate screening and interview scheduling.

Diversity, Equity, and Inclusion (DEI) Initiatives

• Develop and implement targeted recruitment strategies to increase diversity in the candidate pipeline, ensuring alignment with the company’s DEI goals.