Sr. Manager, Talent Acquisition

Ascension Property Services (APS); Brentwood (TN); On-site; USD 120,000 - 160,000; Full time

Job summary

Ascension Property Services (APS) is seeking a Sr. Manager, Talent Acquisition to lead the talent acquisition strategy for headquarters and operating companies.

This leadership role focuses on proactive recruitment for senior and critical roles, aligning with the EVP of Talent & Culture, and coaching the Internal Recruiter to deliver results. The role is office-based in Nashville, TN or Greensboro, NC, with responsibilities spanning strategy, process standardization, and partner alignment.

Qualifications

• 8+ years of talent acquisition experience, including 3+ years leading recruiters or a recruiting function.
• Experience supporting multiple business units, locations, or operating companies.
• Hands-on experience with an applicant tracking system (ATS) such as ADP Workforce Now.

Responsibilities

• Translate talent acquisition strategy into an annual plan with priorities and milestones for headquarters and operating companies.
• Standardize recruitment processes across the enterprise, including requisition approval, interview, offer, and onboarding handoffs.
• Develop and monitor KPI reports on hiring speed, quality, cost, and pipeline health; present forecasts to senior leadership.

Skills

Leadership

Talent acquisition

KPI reporting

Stakeholder management

Strategic thinking

Education

Bachelor's degree in HR

Tools

ADP Workforce Now

Job description

Sr. Manager, Talent Acquisition

Position Summary

• Title Sr. Manager, Talent Acquisition
• Department Talent & Culture
• Reports to EVP, Talent & Culture
• Direct reports Internal Recruiter (1)
• Scope Headquarters and all operating companies
• Location Company office in Nashville, TN or Greensboro, NC (office-based role; not remote)
• FLSA status Exempt

The Sr. Manager, Talent Acquisition owns the outcomes of hiring across headquarters and the operating companies. This role implements the talent acquisition strategy set with the EVP of Talent & Culture and reports on the KPIs that show whether it is working.

This is a leadership role, not a full-cycle recruiting role. Our strategy is local hiring for front-line roles, so the Sr. Manager supports operating companies with posting those roles locally. Senior manager, critical business, and headquarters roles are filled through a proactive recruitment approach led by this role.

The Sr. Manager partners with the Senior Manager, Benefits & Total Rewards to align every role to standard job descriptions and pay grades. The role leads through influence: aligning hiring managers and business partners, setting clear expectations and SLAs, and coaching the Internal Recruiter to deliver. Outcomes matter: success is measured by the right people in the right roles, on time.

Key Responsibilities

Strategy implementation

• Translate the talent acquisition strategy into an annual plan with clear priorities, owners, and milestones for headquarters and each operating company.
• Standardize the hiring process across the enterprise, including requisition approval, interview, offer, and handoff to onboarding, while allowing for operating company needs.
• Evaluate and improve recruiting tools, sourcing channels, and vendor relationships to get the best return on spend.

Hiring approach by role type

• Front-line roles (local hiring):Support operating companies with posting roles locally. Provide posting templates, recommended local channels, and guidance so hiring managers can fill roles quickly and consistently.
• Senior manager, critical business, and headquarters roles (proactive recruitment):Build talent pipelines ahead of need through market mapping, direct sourcing, networking, and referrals. Partner with leaders on succession and upcoming openings so searches start before roles become urgent.

Total Rewards alignment

• Partner with the Senior Manager, Benefits & Total Rewards to align every role to a standard job description and pay grade before it is posted.
• Ensure offers fall within approved pay ranges and route exceptions through the established approval process.

Reporting and KPIs

• Provide the EVP of Talent & Culture with weekly and monthly KPI reports covering hiring speed, quality, cost, and pipeline health.
• Turn data into recommendations: flag risks early, explain trends, and propose actions.
• Present hiring forecasts and workforce gaps to senior leaders during annual and quarterly planning.

Partner alignment and strategic roles

• Build trusted relationships with executives, operating company leaders, and HR business partners.
• Align the entire talent acquisition support team, internal and external (including agencies and vendors), to the respective business and functional strategies of headquarters and each operating company.
• For senior and critical roles, align with key partners on success profiles, sourcing approach, and selection criteria.
• Hold hiring managers and partners accountable to their commitments in the process, such as interview availability and feedback turnaround.

SLAs and process accountability

• Define SLAs for each stage of hiring with recruiters, hiring managers, and vendors.
• Monitor SLA performance, address bottlenecks, and escalated? Actually we need to correct:
• Monitor SLA performance, address bottlenecks, and escalated? Wait; correct final version
• Monitor SLA performance, address bottlenecks, and escalated? Need to correct.

Leading the Internal Recruiter

• Set clear individual KPIs and goals for the Internal Recruiter, tied to business outcomes.
• Coach, remove obstacles, and provide regular feedback and development rather than managing day-to-day recruiting tasks.
• Balance workload across requisitions and step in only where support or escalation is needed.

Employer brand and candidate experience

• Partner with Talent & Culture and Marketing on employer brand and recruitment marketing.
• Ensure a consistent, positive candidate experience and compliant hiring practices across all locations.

Key Performance Indicators

This role is measured on outcomes for the business. Targets will be set with the EVP of Talent & Culture and reviewed at least annually.

Key Performance Indicators

• Time to fill | Days from approved requisition to accepted offer | Weekly | Yes
• Time to start | Days from approved requisition to first day | Weekly | Yes
• Offer acceptance rate | Accepted offers divided by offers extended | Weekly | Yes
• Strategic role fill rate | Critical roles filled on target date | Weekly | No
• SLA compliance | Percent of hiring stages completed within SLA | Weekly | Yes
• Quality of hire | Hiring manager satisfaction and 90-day performance | Monthly | Yes
• First-year retention | Percent of new hires still employed at 12 months | Monthly | No
• Cost per hire | Total recruiting spend divided by hires | Monthly | No
• Candidate experience | Candidate survey score | Monthly | Yes
• Hiring manager satisfaction | Post-hire survey score | Monthly | Yes
• Source of hire | Mix of referral, direct, agency, and internal hires | Monthly | No

Leadership Approach

The ideal candidate is a servant leader who measures success by the results of the team and the business.

• Outcomes over activity.Focuses on whether the business gets the right people at the right time, not on the number of tasks completed.
• Influence over control.Leads hiring managers, partners, and vendors without direct authority, through credibility, data, and clear expectations.
• Serves the team.Removes obstacles for the Internal Recruiter, shares credit, and invests in their growth.
• Serves the business.Understands each operating company’s goals and adapts the approach to help leaders succeed.
• Accountable and transparent.Owns the results, reports openly on what is and isn’t working, and acts quickly to fix gaps.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent experience.
• 8+ years of talent acquisition experience, including 3+ years leading recruiters or a recruiting function.
• Experience supporting multiple business units, locations, or operating companies.
• Track record of building and reporting on recruiting KPIs and SLAs.
• Experience partnering with senior executives on strategic and leadership hires.
• Working knowledge of employment law and compliant hiring practices.
• Hands-on experience with an applicant tracking system or HRIS, such as ADP Workforce Now.

Preferred

• Experience in a holding company or multi-entity environment.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience with recruitment marketing, employer branding, and recruiting analytics tools.
• Experience managing agency and vendor relationships.

Competencies and Working Conditions

Core competencies

• Strategic thinking and execution
• Influence and stakeholder management
• Data-driven decision making
• Coaching and talent development
• Clear, concise communication with executives
• Business acumen across diverse operating companies

Working conditions

• Office-based role (not remote) at a company office in Nashville, TN or Greensboro, NC, with travel to operating company locations as needed (estimated up to 25%).
• Standard office environment; extended hours may be required during peak hiring periods.

This job description outlines the general nature of the role and is not an exhaustive list of duties. Responsibilities may change based on business needs.