Senior Manager, Talent Acquisition

Aarons; Atlanta (GA); Hybrid; USD 110,000 - 160,000; Full time

Benefits offered by this job

Paid time off

Medical, dental and vision insurance

401(k) plan with matching

Job summary

Aaron's is seeking an HR Senior Talent Acquisition Manager in Atlanta, GA. This hybrid role partners with senior leaders to design and execute recruiting strategies, build diverse leadership pipelines, and drive engagement while guiding workforce planning and change initiatives across the organization.

The ideal candidate brings 5+ years in HR recruiting, strong stakeholder management, and expertise in leadership development, compliance, and HRIS systems.

Qualifications

• Bachelor’s degree in human resources, business, or related field.
• Master’s degree or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.
• Minimum 5 years of progressive HR Recruiting experience.

Responsibilities

• Partner with leadership to develop and execute recruiting strategies aligned with business goals.
• Manage third-party resources to build candidate pipelines.
• Support organizational change initiatives and drive employee engagement.
• Identify leadership capability gaps and recommend development interventions.
• Advise on leadership frameworks, career pathing, and talent development strategies.
• Lead workforce planning to align talent supply with business demand.

Skills

Strategic thinking

Relationship management

Verbal & written communication

Analytical & problem solving

Change management

HRIS proficiency

HR laws & regs knowledge

Microsoft Office

Education

Bachelor's degree in HR or related field

Master’s or HR certifications preferred

Tools

HRIS systems

Microsoft Office Suite

Job description

HR Senior Talent Acquisition Manager

This position is based in Atlanta, GA in our Galleria office and is a hybrid role. Applicants in CA, CO, DC, HI, IL, MD, MA, MN, NJ, NY, RI, VT, and WA are not eligible for this posting.

Results-driven HR leader with extensive experience in talent acquisition, leadership pipeline development, and organizational effectiveness. Proven ability to align HR Recruiting strategies with business goals, foster a positive and inclusive workplace culture, and ensure compliance with HR best practices. Skilled in workforce planning, leadership pipeline initiatives, and implementing initiatives that enhance employee engagement and operational efficiency. Adept at managing cross-functional teams and serving as a strategic partner to senior leadership. Travel is required.

The Details

What You Need:

• Commitment to acting with integrity, professionalism, and confidentiality.
• Strategic thinking and business acumen.
• Change management.
• Relationship management and stakeholder management.
• Strong verbal and written communication abilities.
• Interpersonal, negotiation, and conflict resolution proficiency.
• Skilled in prioritizing tasks and delegating as needed.
• Robust analytical and problem-solving aptitude.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Proficient in Microsoft Office Suite or related software.
• Proficiency in, or rapid acquisition of, the organization's HRIS and talent management systems.

What You’ll Do:

Strategic HR Recruiting Partnership & Planning

• Partner with leadership to develop and execute workforce (recruiting) strategies that support business goals.
• Adapt at managing and mitigating agreements with third parties providing resources to build strong candidate pipelines.
• Support organizational change initiatives and help drive employee engagement.
• Identify and mitigate Staffing-related risks through proactive consultation and collaboration.
• Partner with business leaders and Human Resources to identify leadership capability gaps and recommend strategic development interventions.
• Advise on leadership frameworks, career pathing, and talent development strategies aligned with business objectives.
• Influence senior leadership on learning and development investments to support long-term organizational growth.
• Partner/Lead Talent Acquisition to ensure recruiting strategies attract diverse, top-tier talent.
• Partner/Lead workforce planning efforts to ensure alignment between talent supply and business demand.

Culture, Engagement & Change Management

• Support cultural transformation initiatives through learning and leadership alignment.
• Act as a change agent during organizational shifts, providing leadership development support to accelerate adoption.
• Champion a culture of inclusion, accountability, and high performance.
• Drive employee engagement through targeted action planning and follow-up.
• Support leaders in managing organizational change and fostering adaptability

Additional Requirements:

• Bachelor’s degree in human resources, Business, or a related field or equal Human Resources experience (Master’s, PHR/SPHR or SHRM-CP/SHRM-SCP preferred).
• Minimum 5 years of progressive HR Recruiting experience.
• Demonstrated experience in leadership development, employee relations, and organizational planning.

Aaron’s Total Rewards

Our team members are our greatest asset. As an expression of our appreciation, Aaron’s is proud to offer outstanding career training, competitive performance incentives, excellent advancement opportunities, and a distinctive benefits package which includes**:

• Paid time off, including vacation days, sick days, and holidays
• Medical, dental and vision insurance
• 401(k) plan with contribution matching

*Note that the pay range provided above is the lowest to highest rate we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company’s sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

**Benefits vary based on FT and PT employment status.