Talent Acquisition Manager

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Job description

Reporting to the Vice President of HR, this role will have responsibility for providing day-to-day management and execution of SeaSpine's talent acquisition strategy. The Talent Acquisition Manager will be accountable for leading and overseeing the execution of talent acquisition/recruitment strategies to attract, evaluate and hire exceptional talent. This position is responsible for leading a team of direct reports, contracts, and external vendors while establishing guiding principles and leading initiatives that competitively position the company for growth while meeting short- and long-term needs. This individual will play a key role in shaping and advancing the company's approach to ensuring we have the right people with the right skills in the right roles.

Essential Responsibilities:

• Ensure that the recruiting function is capable, streamlined and well-aligned with the vision and goals of the organization.


• Partner with key stakeholders (Business Leaders, Hiring Managers, HR Business Partners and Recruiters) to determine future talent needs and set and drive sourcing strategies.


• Create and define a sourcing strategy while developing processes for better operational efficiency with buy-in from the business and functional leaders.


• Partner with other HR disciplines/team members including Total Rewards, Payroll, HRIS and Facilities to provide comprehensive and integrated solutions and recommendations for client groups.


• Build a data-driven recruiting organization, including analytics that provides insight and decision support.


• Provide a highly-personalized, high touch candidate experience throughout the interview process.


• Source applicants through online channels, such as LinkedIn, Indeed, and other professional networks.


• Update hiring manager and key business stakeholders on candidate status, hiring process, and key metrics.


• Set team performance goals and metrics, timelines and a formal tracking process to measure and manage progress.


• Provide reports and metrics in support of the organization's external and internal talent acquisition initiatives, including the return on investment of programs on internal career mobility, referrals and social media recruitment.


• Periodically lead and/or participate in cross-business/cross-company special projects and initiatives related to talent acquisition.

Minimum Qualifications:

• BS/BA degree in Business Administration, HR Management or related field, or comparable professional experience


• Minimum of 5 years progressive HR management experience in similar role(s)


• Demonstrates high proficiency, commitment and aptitude in responsiveness and service


• Ability to interface with various business clients and adeptly navigate a variety of business opportunities and challenges


• Action oriented including the ability to make decisions in ambiguous situations


• Highly collaborative and able to nuance various needs and expectations


• Has a roll-up-you-sleeves approach to work and team


• Demonstrated ability to develop high-performance teams and individuals in a fast-paced environment


• Results driven to achieve timely results while multitasking


• Analytical skills demonstrating the ability to leverage insights from data to drive outcomes.


• Organizational savvy to navigate situations or topics while maintaining and building relationships when confronted with complex and/or difficult situations


• Demonstrated success in translating ambiguous business needs into strategies and concrete actions


• Able to manage change through taking a proactive role in bringing about change and effectively supporting the needs of others throughout the process


• Builds supportive relationships with others


• Challenges the status quo. Demonstrates a continuous improvement mindset


• Strong communication and influencing skills across multiple levels, functions and cultures

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)