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Job Summary
The Talent Acquisition Manager is responsible for developing and executing a forward-looking talent acquisition strategy that enables the organization to attract, engage, and hire the talent needed to achieve current and future business objectives. This role serves as a strategic partner to business leaders, HR teams, and hiring managers by providing workforce planning insights, labor market intelligence, innovative sourcing strategies, and recruiting expertise.The Talent Acquisition Manager leads recruiting initiatives, employer branding efforts, talent pipeline development, recruiting technology optimization, and executive search activities while ensuring an exceptional candidate and hiring manager experience. The role drives continuous improvement through data, technology, market insights, and best practices to build a scalable and sustainable talent acquisition function.
Job Description
Talent Acquisition Strategy & Workforce Planning
- Develop and execute talent acquisition strategies aligned with business growth plans and workforce needs.
- Partner with business leaders and HR colleagues to identify current and future talent requirements.
- Provide workforce planning recommendations based on talent market trends, business priorities, and succession needs.
- Anticipate hiring challenges and develop proactive solutions for critical and hard-to-fill positions.
Talent Pipeline Development & Strategic Sourcing
- Create and maintain talent pipelines for leadership, technical, professional, and high-demand positions.
- Design innovative sourcing strategies that leverage talent intelligence, market mapping, networking, referrals, and AI-enabled sourcing tools.
- Build and nurture relationships with passive candidates and talent communities.
- Develop targeted initiatives to expand access to diverse and specialized talent pools.
Employer Branding & Talent Attraction
- Partner with Marketing and Communications to strengthen the organization's employer brand and employee value proposition.
- Drive recruitment marketing initiatives across digital, social media, campus, industry, and community channels.
- Promote a compelling candidate experience that reflects organizational culture and values.
- Monitor candidate feedback and employer reputation metrics to continuously improve talent attraction efforts.
Recruiting Operations & Technology
- Lead the optimization and effective utilization of applicant tracking systems, recruitment marketing platforms, CRM tools, and sourcing technologies.
- Identify opportunities to streamline recruiting processes through automation and emerging technologies.
- Establish recruiting standards, policies, and best practices to improve efficiency and consistency.
- Ensure compliance with employment laws, data privacy requirements, and company policies throughout the hiring process.
Analytics & Continuous Improvement
- Develop and maintain recruiting metrics, dashboards, and reporting tools.
- Monitor key performance indicators, including time-to-fill, quality-of-hire, cost-per-hire, source effectiveness, and candidate conversion rates.
- Use data and external market intelligence to recommend process improvements and resource investments.
- Evaluate vendor relationships and recruiting partnerships to ensure maximum return on investment.
Strategic Partnerships & Community Engagement
- Build and maintain relationships with universities, trade schools, professional associations, workforce development organizations, and recruiting partners.
- Establish long-term talent pipeline programs that support organizational workforce needs.
- Represent the organization at industry events, networking opportunities, career fairs, and community outreach initiatives.
Leadership & Team Development
- Coach and develop recruiting team members on sourcing strategies, consultative recruiting, interviewing practices, and stakeholder management.
- Foster a culture of innovation, accountability, collaboration, and continuous improvement.
- Develop recruiting playbooks, toolkits, and training resources that enhance team effectiveness.
Executive & Critical Talent Acquisition
- Lead recruitment efforts for executive, leadership, and other business-critical positions.
- Serve as a trusted advisor to leaders on talent availability, market conditions, compensation positioning, and hiring strategies.
- Conduct talent mapping and competitive intelligence to support strategic hiring decisions.
- Manage confidential and sensitive searches with professionalism and discretion.
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
- Master's degree preferred.
Experience
- 7+ years of progressive experience in talent acquisition, recruiting, workforce planning, or related HR functions.
- 3+ years of leadership or people management experience preferred.
- Demonstrated success recruiting for leadership, technical, professional, and difficult-to-fill positions.
- Experience leveraging ATS, CRM, sourcing platforms, recruitment marketing tools, and talent analytics solutions.
Knowledge, Skills & Competencies
- Strategic workforce planning and talent acquisition expertise.
- Advanced sourcing and talent pipeline development capabilities.
- Strong understanding of labor market trends and talent intelligence.
- Exceptional stakeholder management and influencing skills.
- Data-driven decision-making and analytical abilities.
- Knowledge of employment laws, recruiting compliance, and fair hiring practices.
- Strong communication, presentation, and relationship-building skills.
- Ability to balance strategic planning with operational execution.
- High degree of professionalism, confidentiality, and business acumen.
Benefits Overview
We offer competitive company benefits to eligible positions, such as :
- Medical, Dental, Vision Insurance
- Life Insurance and Disability
Voluntary Wellness Programs
- 401(k) and RRSP programs with Company Match
- Paid Vacation and Holidays
- Tuition Reimbursement
- And more!
Benefits may vary based on job, country, union role, and/or company segment. Please work with your recruiter or tk representative for applicable benefits information.
Disclaimer
This is to notify the general public that some individuals/entities are using the thyssenkrupp (“TK”) name, trademark, domain name, and logo without authorization. They are posing as employees, representatives, or agents of TK and its associated/group companies. These individuals/entities are fraudulently offering jobs online through texts, websites, telephone calls, emails, or by issuing fake offer letters. They are also soliciting jobseekers to deposit money in certain bank accounts or providing jobseekers with fraudulent checks to obtain banking information.
TK does not ask, solicit, or accept any monies in any form from candidates, job applicants, or potential jobseekers, who have applied to or wish to apply to TK, whether online or otherwise as a pre-employment requirement. TK bears no responsibility for money being deposited/withdrawn therefrom in response to such fake offers.
Equal opportunity employer, including people with disabilities and veterans.
Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act and certain state or local laws. For those requiring assistance completing the application or the application process and request information relating to the need for accommodation, please contact reasonableaccommodation@thyssenkrupp.com.
TK does not:
1. Send job offers from free email services like Gmail, Rediffmail, Yahoo mail, etc.;
2. Request payment of any kind from prospective jobseekers or candidates for employment;
3. Authorize anyone to collect money or agree to any monetary arrangement in return for a job at TK;
4. Send checks to job seekers; or
5. Make job offers through third parties. In the event TK uses professional recruitment services through a third party, offers are always made directly by TK and not by any third parties.
PLEASE NOTE:
1. TK strongly recommends that potential jobseekers do not respond to such fake solicitations, in any manner;
2. TK will not be responsible to anyone acting on an employment offer that is not directly made by TK;
3. Anyone making an employment offer in return for money is not authorized by TK; and
4. TK reserves the right to take legal action, including criminal action, against such individuals/entities.
TK follows a formal recruitment process through its own HR department and applications are evaluated by its HR department through pre-defined processes. Please visit our official careers website at https://jobs.thyssenkrupp.com/en to view authentic job openings at TK.
If you receive any unauthorized, suspicious, or fraudulent offers or interview calls, please email us at tkmna.employee.care@thyssenkrupp-materials.com.
We shall not accept any liability towards the representation made in any fraudulent communication or its consequences, and such fraudulent communication shall not be treated as any kind of offer or representation by TK or its group companies and affiliates.
