Top 73 Talent acquisition manager Jobs in Cleveland Oh

Early Talent Program Manager
The NRP Group —Cleveland, OH
- $100,000 - $120,000 a year
- Full-time
- Mid-level
- Travel
- 4 years
- Paid parental leave
- Paid holidays
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3d
Manager Talent Management
Swagelok Company —Solon, OH
- Full-time
- Hybrid work
- Office
- Microsoft Office
- Master's degree
- Health insurance
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Supervisor, Support Administration
Cuyahoga County Board of Developmental Disabilities —Cleveland, OH
- From $61,538 a year
- Weekends as needed
- Hybrid work
- Background check
- Experience working with individuals with developmental disabilities
- Pass drug screening
- Health insurance
- Dental insurance
Talent Acquisition Manager
UB Greensfelder LLP —Cleveland, OH
- $115,000 - $125,000 a year
- Full-time
- 5 years
- Bachelor's degree
- Senior level
- Paid parental leave
- Disability insurance
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Recruitment Manager
Career Advice Inc —Cleveland, OH
- $85,000 - $100,000 a year
- Full-time
- Marketing
- 5 years
- Mid-level
- Dental insurance
- 401(k)
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Talent Acquisition Partner
Flynn Group —Independence, OH
- Monday to Friday
- Hybrid work
- Office
- Bachelor's degree
- Continuous improvement
- Disability insurance
- Health insurance
Quick Apply
Talent Acquisition Manager
Supply Technologies LLC —Cleveland, OH
- 5 years
- Office
- Bachelor's degree
Quick Apply
Talent & Workforce Consulting Manager - Insurance
Accenture —Cleveland, OH
- $87,400 - $293,800 a year
- Full-time
- Oracle
- Travel
- US work authorization
- Paid holidays
- Disability insurance
6d
Talent & Workforce Consulting Manager - Utilities
Accenture —Cleveland, OH
- $87,400 - $293,800 a year
- Full-time
- Bachelor's degree
- Travel
- Mentoring
- Paid holidays
- Disability insurance
Talent Acquisition Partner
Mazzella —Cleveland, OH
- $65,000 - $75,000 a year
- Full-time
- Remote
- Marketing
- 5 years
- Writing skills
- Disability insurance
- Health insurance
Quick Apply
Talent Strategy Senior Manager - Utilities
Accenture —Cleveland, OH
- $122,700 - $338,300 a year
- Full-time
- Travel
- Mentoring
- US work authorization
- Paid holidays
- Disability insurance
Distribution Center Manager I
HD Supply —Solon, OH
- $70,300 - $104,500 a year
- Full-time
- 7 years
- Bachelor of Science
- Bachelor's degree
- Commuter assistance
- AD&D insurance
Talent & Workforce Consulting Manager, Chemicals & Natural Resources
Accenture —Cleveland, OH
- $87,400 - $293,800 a year
- Full-time
- Oracle
- Travel
- US work authorization
- Paid holidays
- Disability insurance
Talent Development Lead
LPi —Cleveland, OH
- 5 years
- Bachelor's degree
- Continuous improvement
- Paid parental leave
- Paid holidays
Quick Apply
14d
General Manager Social, Golf - Leadership Talent Network
Five Iron Golf Cleveland LLC —Shaker Heights, OH
- $80,000 - $140,000 a year
- Weekends as needed
- Ability to walk for extended periods
- 5 years
- Senior level
- Disability insurance
- Dental insurance
Quick Apply
Talent Acquisition Partner
Mazzella Companies —Cleveland, OH
- From $65,000 a year
- Full-time
- Remote
- Marketing
- 5 years
- Writing skills
- Disability insurance
- Health insurance
Talent & Workforce Consulting Sr. Manager, Chemicals & Natural Resources
Accenture —Cleveland, OH
- $122,700 - $338,300 a year
- Full-time
- Oracle
- Travel
- US work authorization
- Paid holidays
- Disability insurance
Digital Area Service Manager
Trane Technologies —Valley View, OH
- $90,900.00 - $130,059.99 a year
- Weekends as needed
- Clean driving record
- Engineering
- Pass drug screening
- Paid holidays
- Health insurance
Sales & Operations Manager
ARCO Home Services —Bedford Heights, OH
- $100,000 - $150,000 a year
- Full-time
- Mid-level
- Residential
- Mentoring
- Paid holidays
- Disability insurance
Quick Apply
Senior Station Manager
Amazon.com Services LLC —Bedford, OH
- $135,000 - $182,700 a year
- Weekends as needed
- Engineering
- English
- Analysis skills
- AD&D insurance
- Health insurance

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Early Talent Program Manager

The NRP Group -
Cleveland, OH

Quick Apply

Job Details

Full-time
$100,000 - $120,000 a year
3 days ago

Benefits

Paid parental leave
Paid holidays
Disability insurance
Health insurance
Dental insurance
Parental leave
Vision insurance
401(k) matching
Life insurance

Qualifications

Mid-level
4 years

Full Job Description

Come join NRP’s A+ team! We’ve been recognized as a “Top Workplace” because we promote a culture where our team can build long-term careers and connections. As we grow as a company, our goal is that you will grow in your career.

NRP has been recognized with several industry awards including Top Workplaces; Best and Brightest Companies to Work For; and National Apartment Association’s Best Places to Work.

We value our employees by offering a competitive benefit package including:

Commission and bonus opportunities
Paid vacation and sick leave
11 Paid holidays
Paid maternity & parental bonding leave
Short & long term disability
Medical/Dental/Vision/Life Insurance
401(k) Match
Training, certification, & growth opportunities
Employee referral & recognition programs

Since its founding in 1994, NRP has been dedicated to building quality homes for our residents, regardless of income. The NRP Group is a full-service multifamily developer, general contractor, and property manager with assets and operations reaching an expanding range of markets nationwide. For additional information, please visit www.NRPGroup.com.

Reporting to the Director of Talent Acquisition, the Early Talent Program Manager owns the strategy, execution, and continuous improvement of NRP’s early talent programs. This role builds strong pipelines for internships, Manager in Training programs, entry-level construction and maintenance roles, and other early-career hiring needs by partnering closely with business leaders, HR, schools, community organizations, managers, interns, and candidates.

The successful candidate will be a relationship-driven program leader who can strengthen NRP’s employment brand, create meaningful early-career experiences, support manager readiness, use data to inform strategy, and improve retention and conversion outcomes across early talent programs.

ESSENTIAL FUNCTIONS

Recruiting Strategy

Expand reach to strengthen talent pools for entry-level construction and maintenance roles, including high schools, trade schools, and community organizations.
Research additional colleges and universities and deepen relationships with target schools, including career centers, program heads, professors, and student organizations.
Maintain a consistent and visible presence on campus throughout the year—not just during career fairs—through classroom visits, hosted events, student organization partnerships, faculty and program leader engagement, social media engagement, and other touchpoints that strengthen NRP’s early talent brand.
Coordinate with recruiting teammates, hiring managers, business leaders, and university partners to plan and execute campus recruiting activities, ensuring travel, event logistics, and stakeholder engagement are aligned for successful outcomes.

Intern Program Strategy

Own the end-to-end intern relationship, from candidacy and acceptance through professional development, program completion, and continued engagement beyond the program.
Focus on intern manager readiness by helping select, prepare, and equip managers to successfully lead interns, set clear expectations, provide meaningful work, deliver timely feedback, and serve as an ongoing resource throughout the program.
Execute a clear feedback framework, including expectations, mid-program evaluations, final assessments, offer recommendations, and related follow-up.

Program Management & Retention Strategy

Own Property Management - Manager in Training program management from end to end, serving as the dedicated point of contact for leaders, mentors, and Manager in Training participants while managing rotations, supporting assignments, coaching participants, and facilitating placement.
Explore a Construction cohort program for intern-to-full-time hires to drive continued engagement and retention through professional development, networking opportunities, mentoring, and other cohort experiences.

Continuous Improvement & Metrics Strategy

Maintain an ongoing focus on elevating early talent efforts, streamlining processes, enhancing the candidate, new-hire, and leader experience, and improving overall program effectiveness.
Facilitate workforce planning with business leaders, stay current on industry competitors, and identify and track key metrics such as school effectiveness, acceptance rates, conversion rates, and retention rates to inform strategy.
Regularly share insights, progress, risks, and recommendations with business and HR leaders.
Serve as an early talent subject matter expert and thought partner to business and HR leaders.

SKILLS & ABILITIES

Education: Bachelor’s degree in Human Resources, Business, Organizational Development, Communications, or a related field required.

Experience: Minimum of 7 years of recruiting experience required, including at least 4 years of experience in Early Career, campus recruiting, internship, co-op, or emerging talent program management. Demonstrated experience managing full life cycle recruiting processes, program timelines, stakeholder communications, and early talent initiatives in a fast-paced environment.

Technical Skills: Strong proficiency with applicant tracking systems and recruiting tools required; Workday experience preferred. Strong Microsoft Office skills required, including the ability to develop tracking tools, program materials, presentations, and reporting summaries.

Travel: Ability to travel roughly 25% to maintain an active, visible presence on campus and support campus, community, and business-facing recruiting activities throughout the year.

Other Requirements: Strong recruiting, sourcing, candidate assessment, communication, organization, project management, and stakeholder management skills; demonstrated ability to build trusted relationships with hiring managers, HR partners, schools, community partners, and early-career candidates; ability to manage multiple programs, timelines, and priorities simultaneously; proactive, accountable, detail-oriented, and comfortable operating with ambiguity; travel may be required to support campus, community, and business-facing recruiting activities.

The anticipated salary range for this position is $100,000 to $120,000 annually plus performance bonus.

#DNI

The NRP Group is committed to a policy of assuring that all employees and applicants for employment are recruited, hired, assigned, placed, transferred, demoted, laid off, terminated, paid, trained, and generally treated during employment on the basis of qualifications and merit; without discrimination due to color, race, religion, sex (including pregnancy or marital status), sexual orientation, gender identity and expression, age, national origin, ancestry, veteran status, military status, disability, genetic information, citizenship, or any other classification or activity protected by federal, state, and local law and ordinances.

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Refine Your Search

talent acquisition manager jobs in cleveland oh

Early Talent Program Manager

Manager Talent Management

Supervisor, Support Administration

Talent Acquisition Manager

Recruitment Manager

Talent Acquisition Partner

Talent Acquisition Manager

Talent & Workforce Consulting Manager - Insurance

Talent & Workforce Consulting Manager - Utilities

Talent Acquisition Partner

Talent Strategy Senior Manager - Utilities

Distribution Center Manager I

Talent & Workforce Consulting Manager, Chemicals & Natural Resources

Talent Development Lead

General Manager Social, Golf - Leadership Talent Network

Talent Acquisition Partner

Talent & Workforce Consulting Sr. Manager, Chemicals & Natural Resources

Digital Area Service Manager

Sales & Operations Manager

Senior Station Manager

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