Talent Acquisition - HR Manager

StorageMart | MMS; Columbia Township (MO); On-site; USD 70,000 - 80,000; Full time

Job summary

StorageMart | MMS is seeking an experienced HR Manager to lead our recruitment department. This role blends strategic leadership with hands-on recruiting to build a scalable operation and improve hiring efficiency.

You will guide the recruitment team, introduce new processes and technology, and partner with leadership on workforce planning for senior and hard-to-fill roles, while ensuring compliance and a strong candidate experience.

Qualifications

• 5+ years of experience in recruitment, talent acquisition, or HR.
• Experience managing a recruiting team.
• Experience with recruitment strategies and process improvements.
• Experience recruiting for specialized or senior-level positions.
• Experience with applicant tracking systems and sourcing tools.
• Strong candidate sourcing, interviewing, screening, and selection processes.
• Ability to use metrics to evaluate performance and drive improvements.
• Excellent communication and relationship-building skills.
• Strong organizational skills to manage multiple priorities.

Responsibilities

• Lead and develop the recruitment team.
• Develop and implement recruitment strategies and improve processes.
• Manage high-level, specialized, and hard-to-fill roles.
• Monitor recruiting performance metrics and drive improvements.
• Partner with leadership on workforce planning and onboarding improvements.

Job description

Talent Acquisition -- HR Manager

Salary: $70-$80k

Position Overview:

We are seeking an experienced, strategic, and hands-on HR Manager to lead and elevate our recruitment department.

This position will primarily focus on managing, developing, and improving our existing recruitment team while introducing new strategies, processes, and technology to make our recruiting efforts more efficient, effective, and scalable.

Beyond overseeing day-to-day recruitment operations, this individual will take an active role in recruiting for more specialized, senior-level, and sophisticated positions that require a higher level of attention, individualized candidate engagement, and relationship building. These searches may require customized recruiting strategies, direct outreach, in-depth conversations, and a more consultative approach than traditional high-volume recruiting.

The ideal candidate is someone who can balance leadership and strategic thinking with hands-on recruiting experience. They should be comfortable managing people, challenging existing processes, introducing new ideas, and personally stepping in when a recruiting need requires additional expertise or attention.

Key Responsibilities:

1. Recruitment Team Leadership & Development

• Manage, mentor, and develop the existing recruitment team, providing direction, accountability, and ongoing coaching.
• Monitor recruiting activity, productivity, pipeline performance, and overall hiring results.
• Help recruiters develop their skills, improve their interviewing and candidate assessment techniques, and become more effective in their roles.
• Serve as the primary point of leadership and support for recruitment-related challenges and escalations.

2. Recruitment Strategy, Innovation & Process Improvement

• Evaluate existing recruitment processes and identify opportunities for improvement.
• Develop and implement new recruiting strategies to improve candidate quality, hiring speed, and overall effectiveness.
• Optimize applicant tracking systems, recruiting workflows, candidate communications, and reporting processes.
• Introduce creative sourcing strategies and alternative methods for identifying qualified candidates.

3. Specialized & High-Level Recruitment

• Personally manage recruitment efforts for senior-level, specialized, leadership, and other hard-to-fill positions.
• Develop individualized recruiting strategies for positions that require a more targeted and relationship-driven approach.
• Perform targeted outreach, networking, and direct sourcing to identify candidates beyond traditional applicant pools.
• Work closely with company leadership and department managers to understand the specific needs and expectations of more complex positions.

4. Recruitment Performance & Accountability

• Establish and monitor key recruiting performance indicators, including time-to-fill, candidate quality, interview-to-hire ratios, and overall recruiting productivity.
• Identify bottlenecks and implement solutions to improve hiring outcomes.
• Provide leadership with regular updates on recruiting activity, hiring challenges, staffing needs, and pipeline performance.
• Ensure the recruitment team maintains consistent communication and follow-through with candidates and hiring managers.

5. HR & Organizational Support

• Partner with leadership to anticipate future hiring needs and develop workforce planning strategies.
• Help strengthen the company's overall talent acquisition and retention efforts.
• Support onboarding strategy and improvements to the new-hire experience.
• Ensure recruiting practices remain professional, consistent, and compliant with applicable employment laws.
• Assist with broader HR initiatives and responsibilities as needed.

Qualifications & Experience:

• 5+ years of experience in recruitment, talent acquisition, human resources, or a related field.
• Previous experience managing, supervising, or leading a recruiting team.
• Demonstrated success developing and implementing recruitment strategies and process improvements.
• Strong experience recruiting for specialized, senior-level, or difficult-to-fill positions.
• Experience with applicant tracking systems, recruiting platforms, and modern sourcing tools.
• Strong understanding of candidate sourcing, interviewing, screening, and selection processes.
• Ability to use recruiting data and metrics to evaluate performance and drive improvements.
• Excellent communication, relationship-building, and interpersonal skills.
• Strong organizational skills and the ability to manage multiple recruiting priorities simultaneously.

The ideal candidate is not simply someone who knows how to recruit. We are looking for someone who knows how to build and lead a strong recruiting operation.

They should be:

• A Leader: Capable of managing, developing, and holding a recruitment team accountable for results.
• A Strategist: Able to look beyond current processes and identify better ways to attract and hire talent.
• An Innovator: Interested in implementing new technology, tools, and recruiting methodologies.
• A Relationship Builder: Comfortable having meaningful, individualized conversations with high-value candidates.
• A Problem Solver: Able to recognize recruiting challenges and develop practical solutions.
• Hands-On: Willing and capable of personally managing important or complex recruitment efforts when needed.
• Results-Oriented: Focused on measurable improvements in candidate quality, recruiting efficiency, and hiring outcomes.

Success in this position will be measured by the individual's ability to:

• Build a more effective, organized, and accountable recruitment team.
• Improve the overall quality and consistency of recruiting results.
• Introduce new strategies and technologies that improve recruitment efficiency.
• Reduce recruiting bottlenecks and improve the candidate experience.
• Successfully identify and recruit highly qualified candidates for specialized and senior-level positions.
• Establish a scalable recruitment operation capable of supporting the company's continued growth.