Talent Acquisition Manager, Salary

Compensation: Towne Park is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate’s job-related skills, experience, education or training, and location. The annual base pay range for this position is $128,000 - $141,000.Additional Compensation: Employees may be eligible to receive annual incentive bonuses depending on their job classification and the policy guidelines.

Benefits: Employees are eligible to enroll in medical, dental, and vision insurance, accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits. Employees are provided company-paid basic life and AD&D insurance as well as short-term and long-term disability. Employees are also able to enroll in the company’s 401k retirement savings plan.

Paid Time Off: Employees accrue 0.0654 hours of PTO per hour worked up to a maximum of 136 hours per calendar year. Employees receive 6 paid holidays throughout the calendar year and employees accrue up to a maximum of 4 paid floating holidays per calendar year. Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.

ESSENTIAL FUNCTIONS: Reasonable accommodations may be made to enable individuals with disabilities to perform all functions.

Descriptive Statement(s): Team Leadership & Development (20% of time): Lead, coach and develop a team of Recruiters focused on management hiring, setting clear goals, calibrating assessment quality and providing ongoing feedback and growth opportunities. Leadership Workforce Planning & Executive Partnership (20% of time): Partner with regional operations leaders and HR Business Partners to forecast leadership needs from growth, new site openings, promotions and turnover, and translate them into a proactive hiring plan across all regions. Leadership Search Oversight & Candidate Assessment (20% of time): Own end-to-end recruitment for salaried management roles, ensuring partners run structured, consistent searches – including confidential searches – that meet quality-of-hire, time-to-fill and cost targets; personally lead Director-level and other critical searches. Talent Pipeline, Sourcing & Succession Strategy (15% of time): With the Sourcer and TA Program Manager, build proactive external pipelines of proven operations leaders through market mapping, industry networks and referrals, and integrate internal succession candidates into every search. Selection Process & Hiring Manager Capability (10% of time): Own Towne’s field leadership selection process – structured interview guides, capability-based assessments, panel interviews and debriefs anchored in Towne’s Leadership Capabilities – and equip hiring managers to interview and select leaders consistently. Recruitment Analytics & Reporting (8% of time): Analyze and report leadership hiring metrics – time-to-fill, internal fill rate, offer acceptance, source effectiveness and first-year retention of new leaders – to senior leadership, using data to refine strategy and partner performance. Cross-Functional Collaboration & Compliance (7% of time): Partner with HR leadership, Compensation, Operations and Legal to ensure compliant, consistent hiring practices for salaried roles, including offer approvals, background checks, relocation and hiring from competitors.

Education: Bachelor’s degree in Human Resources, Business Administration or a related field required; Master’s degree or equivalent advanced coursework preferred. Equivalent combination of education, training and/or experience will be considered in lieu of a degree. Required Licensure, Certification, etc.:No specific licensure or certification is required for this role. PHR, SHRM-CP, or SHRM-SCP certification is preferred, though not required. Work Experience: Minimum of 7 years of full-cycle recruiting experience, including at least 3 years recruiting salaried, multi-unit or senior management roles and at least 2 years in a recruiting leadership or supervisory capacity, ideally within hospitality, healthcare, commercial real estate or another multi-site service industry. Proven track record leading a team of recruiters through management-level and confidential searches, and advising senior operations leaders on hiring decisions, bench strength and succession across multiple regions.

Knowledge & Skills: Proven leadership and coaching skills, with the ability to build, motivate and develop a team of Recruiters while acting as a trusted advisor to executive and regional leaders on leadership hiring, bench strength and succession. Deep expertise assessing leadership talent – structured, capability-based interviewing, behavioral assessment and calibrated debriefs – with the judgment to distinguish a strong operator from a strong interviewer. Skilled at coaching and developing recruiters, with the ability to set goals, provide feedback, calibrate assessment quality and manage performance. Strong executive-level communication and influencing skills; comfortable advising, and when necessary challenging, senior leaders on candidate slates, selection decisions, offers and role design. Proficiency with applicant tracking systems (ATS), candidate relationship management (CRM) and recruiting analytics tools, and advanced sourcing platforms such as LinkedIn Recruiter; experience building talent maps and passive-candidate pipelines for management roles. Experience managing search budgets and retained and contingent agency relationships, and structuring and negotiating salaried offers, including base, bonus and relocation, in partnership with Compensation. Working knowledge of employment law and compliance requirements for salaried hiring, including EEO, ADA, FLSA exemption classification, background checks and non-compete and non-solicitation considerations. Discretion and sound judgment handling confidential searches, internal promotions and leadership transitions. SCOPEAuthority to Act: Performs duties with little direction given, operating from established directions and instructions. Decisions are made within general Town Parke policy constraints but occasionally require independent decision making. Budget Responsibility: The employee has control over a department(s) budget. WORKING CONDITIONS & PHYSICAL DEMANDSThe working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Requirements: While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Lifting Requirements: Exerting up to 50 pounds of force occasionally, and/or up to 25 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects.

Working Environment: The majority of work will be performed in climate-controlled environment, but may be exposed to inclement weather and varying degrees of temperatures on occasion. TravelTravel of up to 20% may be required.