Location: Raleigh, NC

Position Summary

We are seeking a professional, strategic, and results-driven Manager, Talent Acquisition & Development to lead enterprise-wide talent initiatives across recruiting, talent management, leadership development, succession planning, learning and development, performance management, compliance training, and HR communications.

This role serves as the owner of the organization's talent architecture, ensuring leaders have the tools, processes, and resources necessary to attract, develop, engage, and retain top talent. The Senior Manager will work closely with leadership and HR partners to build scalable programs that support organizational growth while driving an exceptional employee and candidate experience.

The ideal candidate brings strong corporate recruiting experience, demonstrated success leading high-volume hiring initiatives, and a proven ability to develop and implement talent programs across multiple business units. This individual should possess executive presence, confidence, and professionalism while maintaining a collaborative and humble leadership style.

Additionally, the successful candidate will embrace innovation and have a strong understanding of how AI and emerging technologies can enhance recruiting, sourcing, talent analytics, workforce planning, and overall talent strategy.

Key Responsibilities

Talent Acquisition

• Own and lead the organization's recruiting framework, strategy, processes, and standards.
• Develop recruiting best practices, metrics, reporting, and analytics.
• Drive enterprise sourcing and recruitment strategies for professional, leadership, and hard-to-fill positions.
• Support workforce planning and organizational growth initiatives.
• Oversee employer branding and candidate experience efforts.
• Coordinate recruiting campaigns, career fairs, community partnerships, and university recruiting initiatives.
• Lead high-volume and multi-location recruiting efforts as business needs dictate.
• Partner with internal stakeholders to develop proactive talent pipelines.
• Evaluate and implement recruiting technologies and process improvements.
• Utilize data and analytics to measure recruiting effectiveness and drive continuous improvement.

Talent Development

• Own the organization's talent development framework and employee growth strategy.
• Design and maintain career development resources, tools, and programs.
• Partner with leaders to identify development gaps and implement scalable learning solutions.
• Create manager and employee development resources.
• Support leadership development and high-potential employee programs.
• Align development opportunities with succession planning and talent review processes.
• Build programs that support emerging business capabilities and future workforce needs.

Performance Management

• Own and manage the enterprise performance management framework and annual performance cycle.
• Develop and maintain performance management tools, resources, and training materials.
• Support calibration discussions and talent review processes.
• Train managers on effective performance management practices.
• Maintain performance management systems and reporting.
• Analyze performance trends and recommend program enhancements.
• Partner with business leaders to ensure consistent execution across the organization.

Succession Planning & Workforce Continuity

• Own the enterprise succession planning and continuity strategy.
• Develop talent assessment tools and successor readiness frameworks.
• Facilitate annual talent review and succession planning processes.
• Build development solutions aligned with succession needs.
• Maintain succession reporting and talent dashboards.
• Support leadership team discussions regarding organizational talent and bench strength.
• Partner with leaders to ensure consistency across multiple business units.

Learning & Development

• Own and manage the Learning Management System (LMS).
• Coordinate mandatory, compliance, and professional development training programs.
• Create learning pathways and development resources.
• Monitor participation, completion, and training effectiveness metrics.
• Partner with leaders to identify department-specific learning needs.
• Support management and leadership development programs.

Compliance

• Coordinate enterprise HR compliance training initiatives.
• Maintain compliance training calendars and completion tracking.
• Support audits and required HR documentation processes.
• Partner with internal stakeholders regarding regulatory training requirements.
• Develop compliance-related employee and manager communications.
• Monitor training completion and escalate compliance gaps as needed.

HR Communications

• Lead the HR communications strategy and communication calendar.
• Develop employee-facing communications related to HR programs, policies, and initiatives.
• Support organizational change management communication efforts.
• Translate complex HR programs into clear, engaging messaging.
• Partner with internal stakeholders on benefits, wellness, and employee experience communications.
• Support executive and leadership communications as needed.
• Maintain HR content and internal communication resources.
• Ensure consistent messaging across all business units.

Qualifications

Required

• Bachelor's degree required.
• Minimum of 5 years of progressive Human Resources, Talent Acquisition, Talent Management, Learning & Development, or related experience.
• Demonstrated high-volume recruiting experience.
• Previous supervisory, leadership, or people management experience.
• Experience supporting recruiting efforts across multiple business units, locations, or functional areas.
• Strong project management and organizational skills.
• Experience designing and implementing HR programs, processes, and talent initiatives.
• Strong written, verbal, and interpersonal communication skills.
• Ability to influence and partner effectively with leaders at all levels.
• Professional presence with a confident yet humble leadership style.
• Strong analytical and problem-solving skills.
• Ability to balance strategic planning with hands-on execution.

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience within a corporate, multi-unit environment.
• Experience with HRIS, ATS, LMS, and other HR technology platforms.
• Experience leading talent management, succession planning, or leadership development initiatives.
• Experience supporting organizational growth and workforce planning efforts.
• Experience developing reporting dashboards and talent analytics.

Technology & AI Expectations

• Demonstrated understanding of AI applications within recruiting, sourcing, talent intelligence, workforce planning, and talent management.
• Experience leveraging recruiting technologies and applicant tracking systems to improve hiring outcomes.
• Open-minded and adaptable to emerging technologies and process improvements.
• Ability to evaluate and implement AI-powered tools that improve sourcing effectiveness, candidate experience, hiring efficiency, and data-driven decision making.
• Experience utilizing talent analytics and workforce insights to support recruiting and organizational strategies is strongly preferred.

Compensation & Benefits

• Competitive base salary commensurate with experience.
• 10% annual performance bonus opportunity.
• Comprehensive medical, dental, and vision insurance.
• Company-paid life insurance.
• 401(k) with company match.
• Generous paid time off program.
• Paid company holidays.
• Voluntary benefits including legal plans, pet insurance, home and auto discounts, and additional coverage options.
• Professional development and career growth opportunities.
• Collaborative and inclusive work environment.
• Access to unique employee experiences, including local events, sporting events, concerts, and entertainment opportunities.

Pre-Employment Requirements

• Successful completion of a pre-employment drug screening.
• Ability to work FULLY onsite in the Raleigh, NC area.