Supervisor, Talent Acquisition

Position Summary

The Supervisor, Talent Acquisition leads the day-to-day delivery of recruitment services for assigned business areas. This role supervises recruiting team activities, establishes priorities, manages workloads, and ensures timely completion of hiring commitments, candidate assessments, and customer-service expectations.

The Supervisor is responsible for communicating clear performance expectations, monitoring team results through recruiting metrics and accountability practices, and developing team capability through coaching, feedback, training, and consistent application of recruiting tools and procedures. The role partners closely with HR, business, and operational stakeholders to strengthen recruiting execution, improve service quality, and resolve routine technical, process, and operational issues.

Key Responsibilities

Team Leadership and Daily Operations

• •Supervise the daily activities of Talent Acquisition team members and set clear priorities to ensure completion of assigned requisitions, candidate assessments, and service commitments.
• •Monitor team workloads, allocate resources, remove operational barriers, and coordinate support to maintain consistent recruiting delivery.
• •Lead day-to-day execution of recruitment services for assigned business areas, including workforce planning support, candidate sourcing, selection, and stakeholder engagement.
• •Ensure recruiters and support staff consistently use established recruiting tools, assessment methods, systems, and operating procedures.
• •Coordinate work activities with other supervisors and closely related HR, business, and operational teams to improve efficiency, handoffs, and execution.

Recruitment Delivery and Stakeholder Support

• •Support the delivery of effective recruiting services across the full hiring process, from workforce planning and requisition intake through candidate selection and offer support.
• •Partner with hiring managers and HR stakeholders to clarify hiring priorities, align on service expectations, and address routine recruiting challenges.
• •Apply sound judgment to identify, troubleshoot, and resolve day-to-day technical, process, and operational issues affecting recruiting performance.
• •Address sensitive candidate, employee, and customer concerns professionally and escalate complex issues through appropriate channels.
• •Communicate recruiting priorities, process updates, service standards, and performance expectations clearly to team members and business stakeholders.

Performance Management and Continuous Improvement

• •Track team performance against established recruiting goals, quality measures, customer-feedback themes, service-level expectations, and operational metrics.
• •Hold team members accountable for commitments, identify performance gaps, and implement practical corrective actions to improve results.
• •Use recruiting data, stakeholder feedback, and operational insights to identify opportunities to improve efficiency, candidate experience, hiring-manager service, and process consistency.
• •Reinforce a culture of accountability, collaboration, continuous improvement, and high-quality customer service.
• •Apply operational business practices within the team and use working knowledge of related business and HR processes to support execution.

Team Development

• •Develop recruiting team capability through ongoing coaching, feedback, training, and structured performance-management practices.
• •Establish clear expectations for individual and team performance and provide timely, constructive feedback.
• •Support onboarding and skill development for new team members, including training on recruiting systems, processes, assessment practices, and service standards.
• •Promote consistent application of recruiting policies, procedures, tools, and best practices.
• •Encourage knowledge sharing and collaboration across the Talent Acquisition team and related functions.

Required Qualifications

• •A minimum of 8-10 years combined and relevant work experience.
• •Bachelor’s degree in Human Resources, Business, Management, or a related field; equivalent combination of education and relevant experience may be considered.
• •Experience in talent acquisition, recruiting operations, human resources, or a related field.
• •Experience leading, supervising, coaching, or coordinating the work of others.
• •Demonstrated ability to manage multiple priorities, organize work, and deliver results in a fast-paced environment.
• •Strong communication and interpersonal skills, including the ability to explain information clearly and address sensitive issues professionally.
• •Experience using recruiting systems, applicant tracking systems, sourcing tools, recruiting metrics, and standard operating procedures.
• •Ability to analyze operational issues, exercise sound judgment, and implement practical solutions.

Preferred Qualifications

• •Experience supervising a corporate, shared-services, high-volume, or geographically distributed recruiting team.
• •Experience supporting workforce planning, recruiting analytics, candidate assessment, and hiring-manager consultation.
• •Knowledge of employment practices, recruiting compliance requirements, and candidate-experience best practices.
• •Experience with process improvement, service delivery, or operational performance management.