Talent Acquisition Manager

Description

TALENT ACQUISITION MANAGER

Reports to: Vice President, Talent Optimization

FLSA Status: Exempt

SUMMARY

The Talent Acquisition Manager owns and manages the recruiting function for Pro Food Systems (PFS) and its family of companies, including PFSbrands, PFSfreight, PFS Blends, GRITT Business Coaching, and Moser’s, attracting and hiring the talent needed to fuel continued growth. As the company’s dedicated recruiting professional, this role operates independently to plan, execute, and continuously improve full-cycle recruiting in Paylocity, partnering closely with the Vice President, Talent Optimization, hiring managers, and the People Success team to align hiring with business priorities and culture.

The ideal candidate is a seasoned, hands-on recruiter who is equally comfortable building a sourcing strategy and closing a candidate, and who moves easily between high-volume hourly hiring and corporate and professional searches. They bring sound judgment, an ownership mindset, and the ability to manage multiple searches across business units with minimal supervision and tight deadlines. They use AI responsibly to work smarter and faster, freeing up time for the relationships that drive great hires.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Full-Cycle Recruiting & Hiring Manager Partnership

· Independently own and manage full-cycle recruiting for corporate, distribution, freight, manufacturing, and retail grocery positions across PFS and its family of companies, from intake and sourcing through screening, interviewing, offer, and acceptance.

· Serve as a trusted advisor to hiring managers and leaders by defining role requirements, setting realistic expectations, recommending recruiting strategies, and guiding them through the selection process.

· Develop and execute proactive sourcing strategies that attract active and passive candidates and build strong talent pipelines, using job boards, social media, AI-enabled tools, networking, employee referrals, schools, workforce development agencies, and community partnerships; evaluate channel performance and shift effort to the most effective sources.

· Meet regularly with leaders across PFSbrands, PFSfreight, PFS Blends, GRITT Business Coaching, and Moser’s to understand staffing plans, upcoming openings, and position requirements.

· Prioritize and manage a high volume of concurrent searches, adapting quickly to changing business needs and urgent hiring demands.

· Support high-volume hourly hiring for Moser’s stores, including on-site hiring events and store-level recruiting needs.

· Build a bench of qualified, pre-screened candidates for recurring and hard-to-fill roles; warehouse, manufacturing, and store positions, to reduce time-to-fill when openings occur.

· Pre-screen, interview, and assess candidates’ skills, experience, and fit using structured interviewing practices and behavioral assessment tools.

· Negotiate and extend job offers within approved compensation ranges in partnership with hiring managers, escalating exceptions to the Vice President, Talent Optimization.

· Champion an exceptional candidate experience through timely, professional, and consistent communication.

· Write and maintain job descriptions and create compelling, inclusive job postings.

Recruiting Programs, Process & Compliance

· Design, implement, and improve recruiting processes, tools, and templates to increase efficiency and consistency.

· Serve as the primary administrator of the Paylocity Recruiting module, maintaining requisitions, job postings, job templates, and applicant workflows with accurate data and compliant recordkeeping.

· Generate offer letters in Paylocity and move hired candidates into Paylocity Onboarding for a seamless handoff to the People Success team.

· Partner with Marketing to support employer branding initiatives and communicate open positions and new hires internally and externally.

· Train and coach hiring leaders on effective interviewing, selection best practices, legally compliant hiring, and responsible use of AI in recruiting.

· Ensure recruiting practices comply with all federal, state, and local employment laws, including EEO, FCRA, Form I-9, and pay transparency requirements.

· Manage relationships with external recruiting partners, job boards, staffing agencies, and vendors; monitor cost and effectiveness and recommend when to engage outside search support.

· Plan and represent the company at career fairs, job fairs, school visits, and community recruiting events.

Responsible AI & Efficiency

· Use AI tools to streamline recruiting workflows, from job postings and sourcing to screening and candidate communications, and evaluate AI-enabled recruiting technology for its impact on efficiency, quality of hire, and candidate experience.

· Ensure AI is used responsibly, with human oversight of hiring decisions and compliance with EEO, privacy, and AI-in-hiring regulations.

Metrics & Reporting

· Track and report key recruiting metrics, including time to fill, source of hire, offer acceptance rate, quality of hire, and 90-day new hire retention, to the Vice President, Talent Optimization.

· Partner with People Success to use turnover and exit interview data to improve hiring decisions and new hire retention.

· Provide regular updates to leadership and hiring managers on recruiting status, challenges, and recommendations.

· Monitor labor market trends and competitive practices and recommend adjustments to recruiting strategy.

People Success Support

· Coordinate pre-employment requirements, including background checks, pre- and post-hire assessments, Career History Forms, in accordance with company policy and applicable law.

· Partner with People Success on onboarding, I-9 timing, and new hire readiness to ensure a smooth transition from offer acceptance to start date.

· Support Talent Optimization and People Success projects and initiatives.

· Handle confidential information with sensitivity and discretion.

· Align with company goals, mission, vision, and core values.

· Perform all other duties as assigned.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, experience and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

· 3+ years of full-cycle recruiting experience, including high-volume hourly hiring and recruiting for professional and leadership roles.

· Bachelor’s degree in Human Resources, Business Administration, Marketing, or a related field preferred; will review experience in relation to education.

· Proven ability to work independently as a sole or lead recruiter, managing priorities and multiple searches at once with minimal oversight.

· Experience recruiting across multiple states, with an understanding of varying state and local hiring requirements preferred.

· Experience administering an applicant tracking system (ATS), including its automation features, and using data and metrics to improve recruiting results; experience with Paylocity Recruiting and Onboarding strongly preferred.

· Working knowledge of sourcing techniques, structured interviewing, and employment laws related to hiring, including EEO, FCRA, Form I-9, FLSA, and pay transparency.

· Experience using generative AI tools (e.g., Microsoft Copilot, Claude) to improve recruiting speed, quality, and consistency preferred.

· Strong digital fluency and a continuous improvement mindset, with the ability to learn new tools quickly and turn manual tasks into efficient, repeatable workflows.

· Skilled at influencing and advising hiring managers and leaders, with excellent verbal and written communication skills.

· Highly organized with keen attention to detail and the ability to work with urgency in a fast-paced environment.

· High level of pro