Career Opportunities: Manager, Talent Acquisition & Recruiting Systems (5846)
Summary:
The Talent Acquisition Manager is responsible for leading the end-to-end recruitment function while serving as the primary owner of talent acquisition systems and recruiting operations. This role drives hiring strategy aligned to business goals, and ensures recruitment technology, data, and processes are optimized, scalable, and compliant. The ideal candidate combines leadership with hands-on systems expertise and a continuous-improvement mindset.
***Candidates for this role will need to be located around our Rogers (CT), Woodstock (CT), Narragansett (RI) or Bear (DE) locations.***
Essential Functions:
Talent Acquisition Leadership
- Partner with HR Business Partners to understand workforce plans, hiring priorities, and talent needs to design and execute recruitment strategies.
- Ensure consistent, high-quality candidate experience across all hiring stages.
- Review requisitions, pipelines, and candidate activity regularly to ensure progress and quality.
- Jump in to support hard‑to‑fill, time‑sensitive, or executive searches as needed.
- Train team members in sourcing techniques, ATS usage, and recruiting best practices.
Recruiting Operations & Systems Ownership
- Serve as the primary owner and subject matter expert for the Applicant Tracking System (ATS) and associated recruiting tools.
- Partner with HRIS, IT, vendors, and system administrators on upgrades, enhancements, and data integrity.
- Ensure recruiting systems align with compliance requirements (EEO, OFCCP, GDPR where applicable).
- Develop and maintain recruiting documentation, system guides, and standard operating procedures.
Process Improvement & Program Management (Data, Analytics & Reporting)
- Manage vendor relationships (job boards, agencies, assessment tools, background check providers).
- Develop recruiting dashboards and reports to track key metrics (time to fill, quality of hire, source effectiveness, DEI indicators, recruiter productivity).
- Use data to identify trends, risks, and opportunities for process improvement. Continuously assess and improve recruiting workflows for efficiency, scalability, and candidate experience.
Compliance & Governance
- Ensure recruiting practices and systems comply with local, state, and federal employment laws.
- Prepare recruiting data for audits and compliance reporting.
- Maintain recruiting SOP’s and update at tools or processes change. Establish controls and governance around system access, data entry standards, and user training.
Qualifications:
Required
- Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
- 5–8+ years of progressive experience in talent acquisition or recruiting operations.
- Hands-on experience administering and optimizing an ATS (e.g., SAP SuccessFactors Recruiting (RCM), Workday, iCIMS, ADP Recruiting)
- Strong understanding of recruiting metrics, reporting, and compliance requirements.
Preferred
- Experience with HRIS integrations and downstream systems (HRIS, onboarding, background checks).
- ATS ( SuccessFactors Recruiting (RCM) administration expertise
- Exposure to high-volume, multi-location, or regulated hiring environments.
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- The job has been sent to
Summary:
The Talent Acquisition Manager is responsible for leading the end-to-end recruitment function while serving as the primary owner of talent acquisition systems and recruiting operations. This role drives hiring strategy aligned to business goals, and ensures recruitment technology, data, and processes are optimized, scalable, and compliant. The ideal candidate combines leadership with hands-on systems expertise and a continuous-improvement mindset.
***Candidates for this role will need to be located around our Rogers (CT), Woodstock (CT), Narragansett (RI) or Bear (DE) locations.***
Essential Functions:
Talent Acquisition Leadership
- Partner with HR Business Partners to understand workforce plans, hiring priorities, and talent needs to design and execute recruitment strategies.
- Ensure consistent, high-quality candidate experience across all hiring stages.
- Review requisitions, pipelines, and candidate activity regularly to ensure progress and quality.
- Jump in to support hard‑to‑fill, time‑sensitive, or executive searches as needed.
- Train team members in sourcing techniques, ATS usage, and recruiting best practices.
Recruiting Operations & Systems Ownership
- Serve as the primary owner and subject matter expert for the Applicant Tracking System (ATS) and associated recruiting tools.
- Partner with HRIS, IT, vendors, and system administrators on upgrades, enhancements, and data integrity.
- Ensure recruiting systems align with compliance requirements (EEO, OFCCP, GDPR where applicable).
- Develop and maintain recruiting documentation, system guides, and standard operating procedures.
Process Improvement & Program Management (Data, Analytics & Reporting)
- Manage vendor relationships (job boards, agencies, assessment tools, background check providers).
- Develop recruiting dashboards and reports to track key metrics (time to fill, quality of hire, source effectiveness, DEI indicators, recruiter productivity).
- Use data to identify trends, risks, and opportunities for process improvement. Continuously assess and improve recruiting workflows for efficiency, scalability, and candidate experience.
Compliance & Governance
- Ensure recruiting practices and systems comply with local, state, and federal employment laws.
- Prepare recruiting data for audits and compliance reporting.
- Maintain recruiting SOP’s and update at tools or processes change. Establish controls and governance around system access, data entry standards, and user training.
Qualifications:
Required
- Bachelor’s degree in Human Resources, Business, or related field (or equivalent experience).
- 5–8+ years of progressive experience in talent acquisition or recruiting operations.
- Hands-on experience administering and optimizing an ATS (e.g., SAP SuccessFactors Recruiting (RCM), Workday, iCIMS, ADP Recruiting)
- Strong understanding of recruiting metrics, reporting, and compliance requirements.
Preferred
- Experience with HRIS integrations and downstream systems (HRIS, onboarding, background checks).
- ATS ( SuccessFactors Recruiting (RCM) administration expertise
- Exposure to high-volume, multi-location, or regulated hiring environments.