Talent Acquisition Manager

General Purpose

The Talent Acquisition Manager leads and evolves the end-to-end recruiting strategies for Coca-Cola Southwest Beverages (CCSWB) and reports to the Group Director of HR.  This role partners closely with HR Leadership, HR Business Partners, and business leaders to deliver scalable, data-driven and inclusive talent solutions across hourly, frontline, leadership and professional roles. 

The Manager ensures recruiting practices leverage modern technology, advanced sourcing methods and market intelligence to meet current and future workforce needs, while maintaining compliance with employment regulations. 

Duties and Responsibilities

Strategic Talent Acquisition Leadership

• Lead enterprise-wide recruiting strategies aligned to business priorities, growth plans and workforce forecasts.
• Serve as a trusted advisor to leaders on talent market conditions, sourcing strategies, and hiring tasks. 
• Translate workforce plans into proactive recruitment strategies and candidate pipelines.
• Drive continuous improvement of TA processes, service delivery, and candidate experience.
• Evaluate and manage performance metrics for external search firms, job boards, background check vendors and technology platforms.

Academic & Community Partnerships

• Establish formal partnerships with target universities to run on-campus recruitment, career fairs and targeted information sessions.
• In partnership with the Talent Team, design and oversee high-impact internship and rotational development programs.
• Form direct alliances with regional vocational academies and trade schools to build candidate pipelines for skilled technical labor.   

Talent Acquisition Team Leadership

• Hire, coach, develop, and performance-manage the CCSWB Talent Acquisition team.
• Build team capabilities in strategic sourcing, technology utilization, behavioral interviewing and consultative hiring. 
• Establish and track performance goals, productivity metrics, and quality-of-hire indicators.

Advanced Sourcing & Talent Pipelines

• Advanced sourcing:  Architect data-driven sourcing strategies using AI tools, niche platforms, and digital networks to find high-caliber passive talent.
• Pipeline Management:  Build and nurture active candidate communities for critical, high turnover, hard-to-fill technical, leadership and succession-critical roles.

Technology, Data, & Analytics

• Own and optimize the Applicant Tracking System (ATS) and related recruiting technologies, ensuring adoption, data quality, and process efficiency. 
• Leverage recruiting technologies by partnering with IT and external vendors to enhance hiring processes through AI-enabled candidate matching and resume screening, automated workflows and communications, and streamlined interview scheduling and assessment tools.
• Use recruiting analytics and dashboards to monitor:
  • Time- to-fill, cost-per-hire and source effectiveness
  • Conversion and retention rates
  • Recruiter capacity and workload distribution
• Translate data into actionable insights for HR and business leaders.

Qualifications

1. Education

• Required:  Bachelor’s degree in Human Resources, Business Administration, or related field required; equivalent experience will be considered
• Preferred:  Master's degree in Human Resources, Business Administration, Organizational Development, or related field / Industry Certifications (SHRM-CP/SCP, PHR/SPHR)
  
  

2. Experience:
   Required

• 8 – 12 years of progressive talent acquisition experience, including at least 5 years in a people leadership role
• Proven experience leading recruiting teams in high-volume and multi-role environments (hourly, frontline and professional roles)
• Demonstrated success implementing or optimizing ATS and recruiting technologies
• Experience leveraging recruiting metrics and analytics to drive decision making
• Strong knowledge of labor market trends, sourcing strategies and competitive hiring dynamics
• Experience designing and executing recruiting strategies aligned with workforce planning and business objectives
• Proven experience building and developing high-performing recruiting teams
• Strong professional and business acumen and ability to develop effective relationships with senior leadership

Preferred: 

• Experience leading or supporting HR transformation initiatives, including system implementations (e.g. ATS rollout, process redesign)
• Experience within manufacturing, distribution, beverage, or high-volume hourly workforce environments
• Demonstrated experience utilizing AI-enabled recruiting tools (e.g. intelligent candidate matching, automated screening, predictive hiring analytics) 
• Experience integrating data across HR systems (e.g. TA, ER, turnover, engagement) to provide workforce insights