Talent-Acquisition-Manager, Recruitment-Manager, Talent-Acquisition-Lead Jobs

Approved remote states: AL, AK, AR, AZ, DE, FL, GA, IA, ID, IL (ONLY Midwest), IN, LA, KS, KY, ME, MI, MO, MS, MT, NC, ND, NE, NH, NM, NV, OH, OK, PA, SC, SD, TN, TX, UT, VA, WI, WV, WY.

Pay Range:

Join Us in Redefining Care

At Advocate Health, we're committed to helping people live well by attracting and retaining exceptional talent that supports our mission of delivering outstanding care. We are seeking an experienced Manager, Talent Acquisition to lead recruitment strategy, workforce planning initiatives, and talent acquisition operations while ensuring an exceptional candidate and hiring manager experience.

As a key member of the Human Resources team, you will drive innovative recruiting solutions, develop recruitment team capabilities, and partner closely with organizational leaders to attract top talent in support of our strategic priorities.

About This Opportunity

This leadership role provides the opportunity to influence enterprise talent strategies, optimize recruitment processes, and develop high-performing recruitment teams. The Manager, Talent Acquisition is responsible for overseeing recruitment operations, workforce planning initiatives, recruitment analytics, and process improvements while ensuring compliance with employment laws and organizational policies.

What You'll Do

• Design and implement integrated recruitment strategies that optimize talent acquisition efforts from pipeline development through onboarding.
• Ensure consistent, legally compliant assessment and selection processes across all recruitment activities.
• Lead, coach, and develop recruiters to enhance capabilities in technology utilization, candidate experience, and hiring manager satisfaction.
• Partner with workforce development teams to support workforce strategy development and execution of action plans aligned with organizational priorities.
• Develop initiatives that increase employer brand awareness and strengthen talent attraction efforts.
• Identify and implement innovative recruiting methods that improve candidate experience and create more efficient and cost-effective hiring processes.
• Manage recruitment dashboards and analytics to measure effectiveness, efficiency, and quality outcomes.
• Monitor recruiting volumes and workload distribution to ensure optimal team performance and service delivery.
• Establish and evaluate recruitment productivity standards to improve hiring outcomes and operational efficiency.
• Partner with Human Resources leadership to address recruitment challenges, turnover trends, aging requisitions, and time-to-fill objectives.
• Identify and implement process improvement opportunities that eliminate waste and improve talent acquisition outcomes.
• Perform leadership responsibilities including hiring, coaching, performance management, employee development, compensation recommendations, corrective actions, and employee engagement initiatives.
• Develop and manage operating and capital budgets while ensuring responsible stewardship of resources.
• Promote adherence to the organization's Code of Ethical Conduct and ensure compliance with all applicable policies, regulations, and laws.

What You'll Bring

• Bachelor's Degree in Human Resources, Business Administration, or a related field.
• Minimum five years of Human Resources experience.
• Minimum one year of leadership or supervisory experience in Human Resources.
• Strong knowledge of federal and state employment laws and regulations affecting talent acquisition and human resources practices.
• Excellent consulting, relationship-building, and stakeholder management skills.
• Demonstrated ability to assess complex hiring challenges and deliver effective recruitment solutions.
• Proven leadership skills including coaching, mentoring, training, and accountability management.
• Ability to thrive in a fast-paced environment while managing multiple priorities and deadlines.
• Strong analytical and problem-solving capabilities with a focus on continuous improvement.
• Excellent verbal and written communication skills with the ability to interact effectively across all levels of the organization.
• Proficiency with Microsoft Office applications and applicant tracking/human capital management systems.
• Resilience and adaptability in a rapidly changing environment.

Preferred

• Experience leading recruitment teams in a large, complex healthcare or corporate environment.
• Experience utilizing recruitment analytics and workforce planning tools to drive decision-making.
• Demonstrated success implementing process improvement initiatives within talent acquisition functions.

Working Conditions

• Position may require travel, resulting in exposure to road and weather hazards.
• Work is performed primarily in a standard office environment.
• Operates all equipment necessary to perform assigned responsibilities.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.

Our Commitment to You:

Advocate Health offers a comprehensive suite of Total Rewards: benefits and well-being programs, competitive compensation, generous retirement offerings, programs that invest in your career development and so much more – so you can live fully at and away from work, including:

Compensation

• Base compensation listed within the listed pay range based on factors such as qualifications, skills, relevant experience, and/or training

• Premium pay such as shift, on call, and more based on a teammate's job

• Incentive pay for select positions

• Opportunity for annual increases based on performance

Benefits and more

• Paid Time Off programs

• Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability

• Flexible Spending Accounts for eligible health care and dependent care expenses

• Family benefits such as adoption assistance and paid parental leave

• Defined contribution retirement plans with employer match and other financial wellness programs

• Educational Assistance Program

Note: Eligibility for programs listed above may depend on your FTE or status (e.g., full-time, part-time, per diem, temporary, etc.); please ask a Recruiter for more information during an interview.

Originally posted on Himalayas

This is a remote position.

Lead the Future of Talent Acquisition

Are you a forward-thinking talent acquisition leader who knows how to combine strategic vision with hands-on recruiting expertise? A global manufacturing organization is seeking aTalent Acquisition Manager – North Americato lead recruiting efforts across the United States and Canada, supporting an employee population of approximately 3,500.

This is a newly created position offering the opportunity to shape the talent acquisition strategy, introduce progressive recruiting practices, strengthen business partnerships, and build a high-performing recruiting function. The ideal candidate is a data-driven leader who understands the evolving talent landscape, leverages modern recruiting technology, and knows how to deliver results in a dynamic, operationally focused environment. This is a fully remote position with the first month spent at the corporate office in Ohio as an acclimation period. Transportation and lodging are paid for by the company during this timeframe as well as for future travel. After the acclimation period, travel will be approximately 4-6 times per year.

Key Responsibilities

• Lead North American Talent Acquisition:Oversee recruiting strategies and execution across the United States and Canada, aligning talent acquisition priorities with organizational goals and workforce needs.

• Build Strategic Partnerships:Develop strong, collaborative relationships with operations leaders, business units, and key stakeholders to understand hiring priorities and deliver effective talent solutions.

• Drive Recruiting Innovation:Introduce progressive recruiting strategies, emerging technologies, and innovative sourcing methods to improve candidate engagement, hiring efficiency, and overall recruiting effectiveness.

• Balance Strategy and Execution:Provide strategic leadership while remaining actively involved in critical searches, complex hiring needs, and day-to-day recruiting challenges.

• Lead and Develop the Team:Manage and develop two direct reports, establishing clear expectations, encouraging collaboration, and promoting continuous improvement.

• Leverage Data and Analytics:Establish and monitor recruiting metrics, analyze trends, and use data-driven insights to improve time-to-fill, quality of hire, sourcing effectiveness, and overall recruiting performance.

• Optimize Recruiting Platforms:Maximize the use of online recruiting platforms, digital sourcing tools, professional networks, and other technology to identify and attract qualified talent.

• Manage External Recruiting Partners:Oversee external recruiting vendors, strengthen agency partnerships, and maintain a strong network of external recruiters to support specialized and challenging searches.

• Enhance the Candidate Experience:Promote consistent, professional, and engaging candidate experiences throughout the recruiting lifecycle.

• Support Workforce Planning:Partner with business leaders to anticipate talent needs, identify potential skill gaps, and develop proactive recruiting strategies.

• Standardize and Improve Processes:Evaluate existing recruiting practices and implement scalable processes that support consistent hiring outcomes across North America.

Qualifications

• Minimum of5 years of experience in Talent Acquisition Management, with demonstrated responsibility for leading recruiting teams, strategies, or functions.

• Experience supporting recruiting across multiple business units, locations, or regions; North American or cross-border recruiting experience is highly desirable.

• Background in manufacturing or another complex, operationally driven organization is preferred.

• Strong knowledge of online recruiting platforms, digital sourcing tools, applicant tracking systems, and contemporary talent acquisition practices.

• Demonstrated ability to build trusted relationships with operations leaders, hiring managers, and business stakeholders.

• Experience managing external recruiting vendors, negotiating or overseeing agency relationships, and developing a strong external recruiter network.

• A data-driven mindset with the ability to interpret recruiting metrics, identify trends, and translate insights into actionable improvements.

• Proven ability to balance strategic planning with hands-on recruiting support and tactical execution.

• Strong leadership, communication, influencing, and change-management skills.

• A bachelor's degree is preferred but not required; equivalent experience and demonstrated success will be considered.

• Must reside and work within theEastern or Central Time Zone. Candidates located in other U.S. time zones are not eligible.

Compensation and Work Arrangement

• Base Salary:$150,000–$165,000, depending on qualifications and experience.

• Bonus Potential:Up to 20% of base salary.

• Work Arrangement:Remote, with residence restricted to the Eastern or Central Time Zone. There will be an acclimation period of one month spent at the corporate office in Ohio. Transportation and lodging are paid for by the company during this timeframe as well as for future travel.

• Scope:North American recruiting responsibility supporting approximately 3,500 employees across the United States and Canada.

• Team Leadership:Two direct reports.

• Career Opportunity:A newly created leadership position with the opportunity to influence recruiting strategy, modernize talent acquisition practices, and make a measurable impact across a global manufacturing organization.

Why This Opportunity?

This role is ideal for a talent acquisition leader who wants to do more than manage requisitions. You will have the opportunity to shape a newly established function, influence business decisions, modernize recruiting practices, and create a measurable impact on how the organization attracts and retains talent across North America.

If you are a progressive, business-minded recruiting leader who combines strategic thinking, strong stakeholder relationships, and a results-oriented approach, we encourage you to apply.

Originally posted on Himalayas

We are seeking a player-coach style Manager of Talent Acquisition to own and elevate our global recruitment function. This is an owner-operator role: you will lead by example, personally closing roles, while managing a small team of recruiters and overseeing operational excellence across all open roles. Reporting to the VP of People, you will continuously refine how recruitment operates at Karbon - from candidate experience to process optimization, reporting, and AI integration.

At the core, this role needs someone who:

• is obsessed with data and making recruitment more scientific
• a stickler for attention to detail
• a true talent partner not an order taker
• thinks AI-first and constantly look for ways to use AI to improve efficiency and delivery.

About the Role:

Recruiting Operations, Performance & Forecast Ownership

• Lead and scale the recruiting function with a sales-operator mindset, setting clear monthly and quarterly hiring targets aligned to headcount plans and business priorities.
• Manage recruiting performance like a revenue organization, using ramp expectations, activity targets, and pipeline coverage ratios to drive predictable hiring outcomes.
• Establish and maintain data-driven management systems that monitor pipeline health, diagnose breakdowns, and trigger tactical interventions to improve velocity, conversion, and quality.
• Own and continuously refine recruitment forecasting, translating workforce plans into executable hiring models and regularly validating forecast accuracy against real-time pipeline data.
• Partner closely with People, Finance, and business leaders to proactively identify hiring risk, capacity constraints, and market signals—adjusting plans before targets are missed.

Player-Coach Leadership, Accountability & Talent Bar

• Lead as a player-coach, personally closing roles while scaling recruiter output through clear expectations, structured coaching, and real-time inspection.
• Set and uphold a high talent bar, balancing accountability with development and investing deeply in recruiter growth and performance.
• Create a culture of ownership, urgency, and continuous improvement, where recruiters understand their numbers and are accountable to outcomes—not just effort.
• Implement consistent coaching cadences, pipeline reviews, and performance feedback loops to drive sustained improvement at both the individual and team level.

Cross-Functional Partnership & Executive Visibility

• Partner cross-functionally with functional leaders to define hiring priorities, align on profiles, and execute against hiring targets with discipline and transparency.
• Drive executive-level visibility into recruiting performance, presenting regularly on hiring progress, forecast accuracy, risks, and recommendations.
• Act as a trusted advisor to leadership, using data to influence decisions on timing, scope, and sequencing of hiring.

KPIs & Success Metrics You Own

• Own and report on key recruiting KPIs, including:
  • Hires per month / quarter
  • Time-to-fill and time-to-start
  • Recruiter productivity and capacity
  • Pipeline coverage and conversion rates
  • Offer acceptance rate
  • Quality and durability of hire
• Use these metrics to continuously tune the recruiting engine and improve predictability, efficiency, and outcomes.

Innovation & AI Integration

• Think AI-first, leading in the experimentation and use of AI tools to improve every aspect of our talent process.
• Drive special projects to mature the recruitment function (e.g., new assessments, hiring manager enablement, employer branding).
• Keep our partners accountable to provide us the best service by holding regular meetings with the vendors we use for our talent processes i.e. Greenhouse, Xref etc.

About You:

• A hands-on recruiting expert who leads by doing and consistently delivers high-quality hires.
• A structured operator who can manage a hiring dashboard, enforce standards, and elevate recruiter performance.
• A coach at heart who gives direct feedback, holds high standards, and grows people through clarity and support.
• A curious problem-solver who uses data and experimentation to drive better hiring outcomes.

What You Bring:

• 5+ years in talent acquisition, with at least 1–2 years in a managerial or team lead role.
• Ability to lead, motivate, and coach a small team to success, getting in and getting things done yourself if needed.
• Demonstrated excellence as a full-cycle recruiter in SaaS.
• Proven ability to drive recruiting systems (ideally Greenhouse) and produce meaningful, accurate reports and actions as a result.
• AI-first mindset, experimenting and implementing AI-driven models to create efficiency.
• Experience building scalable, high-integrity recruiting processes in a fast-paced environment.
• Strong ability to influence stakeholders and build hiring capability across the business.
• Deep commitment to inclusive hiring and a growth mindset.

Why Work at Karbon?

• Gain global experience across Australia, New Zealand, UK, and Canada
• Strong benefits package including:
• Flexible Time Off with an encouraged 4 weeks use per year
• Company paid medical for you and eligible spouse/partner and dependents
• Paid dental and vision and eligible spouse/partner and dependents
• 401(k) with company matching
• Flexible Spending Account
• Up to 8 weeks paid parental leave
• Work-from-home stipend
• Work with (and learn from) an experienced, high-performing team
• A collaborative, team-oriented culture that embraces diversity, invests in development and provides consistent feedback
• Be part of a fast-growing company that firmly believes in promoting high performers from within

Originally posted on Himalayas