Position Summary:
The Talent Acquisition (TA) Manager leads the buildout, execution, and continuous improvement of the organization's recruiting function. This role translates the broader Talent Management strategy into scalable recruiting processes, hiring standards, staffing partner governance, and day-to-day recruiting operations.
This is a high-impact builder and operator role for a leader who can establish infrastructure, strengthen hiring partnerships, support high-volume workforce needs, and create a consistent candidate and hiring manager experience across warehouse, field, and support operations.
Reporting to the Director of Talent Management, the TA Manager partners closely with Operations, HR, Marketing and Communications, and business leaders to anticipate hiring needs, improve recruiting performance, and position the organization as an employer of choice in key labor markets.
Essential Duties and Responsibilities:
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Talent Acquisition Infrastructure & Process Design
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Build, implement, and continuously improve scalable recruiting workflows, intake processes, interview frameworks, selection tools, and hiring standards.
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Develop standardized recruiting toolkits, including job description templates, hiring manager intake guides, interview guides, evaluation rubrics, offer workflows, and communication templates.
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Identify process gaps and implement practical improvements that increase consistency, speed, quality, and compliance across the hiring process.
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Support implementation and optimization of recruiting systems, tools, dashboards, and reporting practices in alignment with Talent Management strategy.
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Recruiting Operations & Full-Cycle Execution
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Lead and directly support full-cycle recruiting for high-volume hourly, temporary, salaried, and professional roles across warehouse, field, and support operations.
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Manage recruiting activity from intake through sourcing, screening, interview coordination, candidate communication, offer management, and hiring support.
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Maintain a hands-on recruiting approach, stepping into sourcing, screening, and closing activity when needed to meet immediate operational demands.
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Ensure hiring managers are equipped with clear expectations, timely communication, and consistent selection practices throughout the recruiting process.
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Staffing Partner Governance
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Establish and manage relationships with third-party staffing agencies and temporary labor providers, including service level agreements (SLAs), performance expectations, and accountability measures.
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Lead staffing partner performance reviews, including quarterly business reviews, KPI analysis, service-level follow-up, and action planning to improve fill rate, quality, safety alignment, responsiveness, and cost effectiveness.
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Partner with HR, Legal, Operations, and staffing partners to support compliant temporary labor practices, including role clarity, staffing partner accountability, documentation expectations, and risk mitigation related to co-employment or joint employment exposure.
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Monitor staffing partner performance and escalate risks, service gaps, or opportunities for improvement to the Director of Talent Management and appropriate business leaders.
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Employer Brand & Candidate Experience
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Partner with Marketing and Communications, HR, and business leaders to strengthen the organization's employer brand and Employee Value Proposition (EVP).
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Develop recruiting communications and candidate engagement strategies that reflect the organization's mission, culture, core values, and employee experience.
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Ensure a professional, efficient, respectful, and transparent candidate experience throughout the recruitment process.
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Identify opportunities to improve candidate attraction, communication, interview preparedness, and offer acceptance.
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Recruiting Analytics & Workforce Planning
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Create and maintain recruiting dashboards and metrics to track hiring performance, pipeline health, time-to-fill, fill rate, candidate flow, source effectiveness, staffing partner performance, and quality of hire indicators.
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Monitor recruiting trends, labor market dynamics, compensation challenges, and hiring data to proactively adjust recruiting strategies.
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Partner with Operations, HR, and business leaders to anticipate workforce needs, recurring hiring patterns, site launch requirements, and hard-to-fill roles.
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Translate recruiting data into actionable insights and recommendations for hiring leaders and Talent Management leadership.
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Team Leadership & Stakeholder Partnership
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Directly supervise Talent Acquisition team members, including recruiters, recruiting coordinators, and future TA support roles.
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Coach and develop TA team members through clear expectations, workload prioritization, performance feedback, and recruiting standards.
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Serve as a trusted recruiting partner to Operations leaders, HR, and business stakeholders, balancing speed, quality, consistency, and candidate experience.
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Contribute to broader Talent Management initiatives related to workforce planning, organizational growth, onboarding readiness, talent development, and employee retention.
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Lead change management efforts related to new recruiting processes, tools, standards, or technologies to ensure effective adoption across the organization.
Required Qualifications:
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Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
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7–10+ years of progressive recruitment experience, including experience leading or supervising recruiters or recruiting teams, with a proven track record in a high-growth or startup-style environment where recruiting infrastructure had to be built from the ground up.
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Expertise in managing high-volume temporary and hourly workforces, specifically within logistics or 3PL environments.
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Demonstrated experience in vendor management and establishing performance-based SLAs with staffing partners.
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Superior ability to build credibility and trust with senior executives while maintaining a resourceful, problem-solving mindset in fast-paced settings.
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Proficiency with HRIS/ATS systems (e.g.ADP) and advanced proficiency in Microsoft Office Suite for reporting and analytics.
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SHRM-CP/SCP or PHR/SPHR certification preferred.
Physical Demands:
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Ability to sit for extended periods while working on a computer.
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Occasionally required to lift or move office supplies (up to 20 lbs.).
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Frequent use of hands for typing and data entry.
Work Environment:
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Corporate office setting with frequent interaction with senior leadership and field operations teams.
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High-pressure, fast-paced environment requiring strategic thinking, strict confidentiality, and professional composure.
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May include hybrid or remote work options, depending on company policy.
Travel Requirements:
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Occasional travel (approximately 15-20%) to field sites or satellite offices for recruitment events, site launches, or strategic planning sessions.
Equipment Used:
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Standard office equipment such as computers, phones, and printers.
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HRIS systems, Applicant Tracking Systems (ATS), and HR software for analytics.
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Microsoft Office Suite (Excel, Word, PowerPoint) for strategic documentation and reporting.
Supervisory Responsibilities:
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Directly supervises recruiters, coordinators, or administrative staff dedicated to the talent acquisition function.
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Mentors team members and leads cross-functional project teams to drive talent initiatives.
Benefits Offered:
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Health Coverage That Starts Fast– Medical, Dental & Vision kicks in the first of the month after just 30 days.
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Smile on Us–We’re covering your dental premiums for all of 2026!
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Security You Can Count On– Paid Life Insurance + 401(k) with company match.
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Time Off from Day One– PTO, holidays, and 2 floating holidays for flexibility.
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Weekly Paychecks– Because waiting is overrated.
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Invest in YOU– Full tuition grants & tuition reimbursement.
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Celebrate Success– Quarterly performance bonuses.
Hayes Company/Knight Swift Supply Chain t is an equal opportunity employer and considers qualified applicants for employment regardless of race, gender identity, gender expression, age, color, religion, disability, veteran's status, sexual orientation, or any other protected factor.
