Talent Acquisition Manager

Job Title: Manager, Talent Acquisition

Department: Human Resources – Talent & Organizational Development

Reports To: Sr. Manager, Talent & Organizational DevelopmentPOSITION SUMMARY The Manager, Talent Acquisition leads the development and execution of Bell & Evans’ enterprise-wide recruiting strategy. This role is responsible for building scalable, data-driven talent acquisition processes that support hourly, professional, and leadership hiring across all operations. The Manager serves as both a strategic partner and operational leader, ensuring alignment with workforce planning, employer branding, and organizational growth initiatives while leading and developing a team of recruiters.

KEY RESPONSIBILITIES: Develop and execute a comprehensive talent acquisition strategy aligned with business growth and plant expansion Partner with HRBPs and leadership to forecast workforce needs and hiring plans Establish recruiting KPIs (time-to-fill, quality of hire, retention, etc.) and track performance Build proactive pipelines for critical and hard-to-fill roles (e.g., maintenance, operations leadership) 2. Full-Cycle Recruitment Leadership Oversee full-cycle recruiting across hourly, salaried, and leadership roles Ensure consistent, structured interviews and selection processes across all functions Drive improvements in candidate experience and hiring manager effectiveness Lead, coach, and develop Talent Acquisition team (Recruiters + TA Admin) Establish performance expectations, metrics, and development plans Conduct regular 1:1s, performance reviews, and capability-building initiatives 4. Employer Branding & Talent Marketing Develop and execute employer branding strategy in partnership with Marketing Oversee social media, job postings, and recruitment campaigns Enhance Bell & Evans’ reputation as an employer of choice in manufacturing 5. Process Improvement & Technology Standardize recruiting processes, workflows, and documentation Optimize ATS and recruiting tools for efficiency and reporting Implement best practices in compliance, documentation, and selection processes 6. Early Career & Pipeline Programs Oversee early career and Co-Op programs Build partnerships with schools, trade programs, and community organizations Develop structured onboarding and conversion strategies for Co-Op students 7. Compliance & Risk Management Ensure compliance with employment laws and internal policies Maintain audit-ready recruiting documentation and processes Partner with HR and legal on hiring-related risk mitigation SUPERVISORY RESPONSIBILITIES Directly manages Talent Acquisition Specialists and support staff Responsible for team performance, hiring, coaching, and development

Education & Experience: Bachelor’s degree in HR, Business, or related field (preferred) 5–8+ years of recruiting experience, including leadership responsibility Experience in high-volume and/or manufacturing environments strongly preferred Strong business partnership and influencing skills Data-driven decision making and analytics capability Experience building recruiting processes and infrastructure Strong communication and leadership presence WORK ENVIRONMENT & PHYSICAL DEMANDS Combination of office and plant environment Occasional travel between facilities Physical requirements consistent with standard HR leadership roles