Talent Acquisition Manager

At Rite-Hite, your work makes an impact. As the global leader in loading dock and door equipment, we design and deliver solutions that keep our customers safe, secure, and productive. Here, you’ll find innovation, stability, and the chance to grow your career as part of a team that’s always looking ahead.

Rite Hite is seeking a Talent Acquisition Manager to lead the strategy and recruiting team supporting Service and Installation hiring across the organization. This role brings together people leadership, workforce planning, talent attraction, and retention strategy to help build and sustain a highly skilled technician workforce.

Reporting to the Director, Talent Acquisition, this leader will partner closely with Service leadership, including the EVP, Service, to meet immediate hiring needs while building scalable talent pipelines and workforce solutions for future growth.

What You’ll Lead

Technician workforce strategy

• •Develop and execute a comprehensive technician recruiting strategy aligned with Service business objectives, regional hiring needs, market demands, and growth initiatives.
• •Create long-term workforce plans across regions, markets, and skill levels; translate hiring trends, skill gaps, retention opportunities, and labor-market insights into clear priorities, forecasts, and pipeline strategies.
• •Build strong partnerships with Service and operational leaders to align workforce planning, hiring priorities, and long-term talent strategies.

Recruiting team leadership

• •Lead, coach, and develop a team of recruiters focused on Service and Installation hiring, with clear goals, performance expectations, and accountability measures.
• •Foster a high-performance culture centered on candidate experience, hiring-manager partnership, continuous improvement, and recruiter capability development.

Talent pipelines and market reach

• •Evaluate and build effective talent pipelines through trade schools, workforce-development programs, military recruiting, apprenticeships, employee referrals, community partnerships, and emerging talent sources.
• •Use labor-market insights, recruiting analytics, and business knowledge to recommend approaches for attracting and retaining technician talent.

Employer brand and talent engagement

• •Develop a deep understanding of the technician talent market, competitive landscape, and candidate motivations to identify opportunities to strengthen Rite-Hite’s employer brand.
• •Partner with Service, Human Resources, Marketing, and business leaders to define and communicate a compelling employee value proposition and implement targeted branding, outreach, and engagement initiatives.

Retention and workforce health

• •Lead initiatives to improve technician first-year retention in partnership with Service Operations, Human Resources, Training, and Learning & Development.
• •Analyze retention metrics and employee feedback to improve hiring quality, onboarding effectiveness, new-hire engagement, career-path awareness, mentoring, and long-term growth.

Data, technology, and continuous improvement

• •Create reporting and dashboards that measure hiring effectiveness, source performance, retention, workforce health, hiring-manager satisfaction, and recruiter performance.
• •Continuously improve recruiting processes, technology, candidate experience, source effectiveness, and talent programs.

What You’ll Bring

Required qualifications

• •Bachelor’s degree in Human Resources, Business, or a related field—or equivalent experience.
• •Seven or more years of recruiting and talent acquisition experience.
• •Two or more years of people-leadership experience.
• •Experience developing recruiting strategies and workforce plans.
• •Strong stakeholder-management and influencing skills.
• •Experience using recruiting technology, reporting, and talent analytics.

Preferred experience

• •Recruiting skilled trades, service technicians, field service, manufacturing, construction, industrial, or operational talent.
• •Building apprenticeship, internship, technical-school partnership, or military recruiting programs.
• •Knowledge of labor-market trends affecting technician talent.

How You’ll Lead

• •Success in this role calls for a leader who can:
• •Think strategically and translate business needs into practical talent acquisition strategies.
• •Develop talent, coach effectively, and build a strong, accountable team.
• •Set clear goals, measure progress, and consistently drive outcomes.
• •Collaborate and influence across Service, Human Resources, Marketing, Training, Learning & Development, and Operations.
• •Use data and market insight to make decisions and improve performance.
• •Lead through change with a continuous-improvement mindset and strong customer focus.
• •Communicate clearly and effectively, both verbally and in writing.

What We Offer

At Rite-Hite, we take care of our people – because when you’re supported, you can do your best work. Our benefits are designed to support your health, your future and your life outside of work:

Health & Well-being: Comprehensive medical, dental, and vision coverage, plus life and disability insurance. A robust well-being program with an opportunity to receive an extra day off and more.

Financial Security: A strong retirement savings program with 401(k), company match, and profit sharing.

Time for You: Paid holidays, vacation time, and personal/sick days each year.

Join us and build a career where you’re supported – at work and beyond.

Rite-Hite is proud to be an Equal Opportunity Employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic under federal, state, or local law. In accordance with VEVRAA, we are committed to providing equal employment opportunities for protected veterans. We are also committed to maintaining a drug-free workplace for the safety of our employees and customers.