Talent Acquisition Mgr

ATI Health; Northern (KY); Hybrid; USD 115,000 - 125,000; Full time

Job summary

ATI Health in Downers Grove, IL seeks a Talent Acquisition Manager to lead a recruiting team and manage priority, complex requisitions. You’ll translate workforce priorities into market strategies, drive hiring outcomes, and partner with senior leaders across HR to guide sourcing, assessment, and offer decisions.

The role requires strong people leadership, hands-on recruiting expertise, and the ability to analyze hiring metrics to inform strategy and improve speed-to-fill and quality of hire.

Qualifications

• Five or more years of progressive full-cycle talent acquisition experience.
• Experience leading, coaching, or supervising TA professionals.
• Experience managing a portfolio of requisitions with service-delivery accountability.
• Experience using recruiting data and funnel metrics to diagnose performance.
• Ability to forecast hiring trends and establish workforce plans.
• Experience partnering with senior leaders and HR stakeholders.

Responsibilities

• Lead an assigned portfolio of priority requisitions with hands-on sourcing.
• Build and develop a high-performing TA team through coaching and performance management.
• Translate workforce plans into proactive recruiting strategies with timelines and accountability.
• Proactively monitor pipelines, identify risks, and implement corrective actions.
• Analyze recruiting metrics and provide actionable leadership recommendations.
• Ensure accurate ATS/CRM records and maintain compliance throughout the process.

Skills

Full-cycle recruiting

Sourcing & assessment

Offer negotiation

Recruiter coaching

Data-driven hiring

Education

Bachelor’s degree

Advanced degree

Tools

iCIMS

CRM tools

Dayforce

Job description

Overview

The Talent Acquisition Manager leads an assigned recruiting team while personally managing a portfolio of priority, complex, or business-critical requisitions. This role translates enterprise workforce priorities into market-specific recruiting strategies, drives accountability for hiring outcomes, develops recruiter capabilities and ensures disciplined execution across the full recruitment cycle. The Manager partners closely with business leaders and HR stakeholders, leverages market intelligence and analytics to inform decision-making, and remains directly involved in sourcing, candidate assessment, offer strategy, and critical hiring decisions. Success is measured through hiring results, speed-to-fill, quality of hire, stakeholder satisfaction, candidate experience, compliance, and team performance.

Responsibilities

• Manage an assigned portfolio of priority, complex, hard-to-fill, or business-critical requisitions. Lead by example through hands‑on sourcing, applicant review, candidate outreach, phone screens, interview coordination, offer development, closing, and pre‑start engagement.

• Build, lead, coach, and develop a high‑performing team of Talent Acquisition Specialists through goal setting. performance management, career development, workload balancing, and on‑going coaching.

• Partner with business leaders and HR stakeholders to translate workforce plans and market conditions into proactive recruiting strategies, intake plans, decision timelines, and clear mutual accountabilities.

• Proactively monitor requisition and pipeline health, identify risks and bottlenecks, intervene in critical searches, and implement appropriate corrective actions to improve hiring outcomes.

• Analyze recruiting metrics and funnel conversion data, labor‑market insights, and forecasting trends to drive hiring strategies, improve team performance, and provide actionable leader recommendations.

• Maintain a responsive, inclusive, and high‑quality candidate and hiring‑leader experience through timely communication, disciplined follow‑through, constructive influence, and clear ownership.

• Ensure accurate ATS, CRM, and HR‑system records; drive process and OFCCP compliance; evaluate agency and vendor performance; and identify opportunities to simplify work and increase recruiter capacity.

Qualifications

Minimum Education

Required:

• Bachelor’s degree in Human Resources, Business, or a related field; equivalent combination of education and relevant experience may be considered.

Preferred:

• Advanced degree in Human Resources, Business, or a related discipline.

Minimum Experience

Required:

• Five or more years of progressive full‑cycle talent acquisition experience.
• Two or more years of experience leading, coaching, or formally supervising talent acquisition professionals.
• Experience leading recruiting teams with accountability for service delivery, performance outcomes, and recruiter development while also directly managing a portfolio of requisitions.
• Experience using recruiting data and funnel metrics to diagnose performance and improve outcomes.
• Experience establishing recruiting forecasts, workload planning, and hiring performance metrics.
• Experience working with all levels of leadership.

Preferred:

• Talent acquisition experience in healthcare, multi‑site operations, retail, or another high‑volume service environment.
• Experience recruiting clinicians or other hard‑to‑fill professional talent across multiple geographic markets.
• Experience managing staffing agencies, search partners, or contingent labor channels.

Knowledge Skills and Abilities

• Player‑coach leadership style with the judgment and discipline to balance people leadership and direct recruiting delivery.
• Strong full‑cycle recruiting, sourcing, candidate assessment, offer negotiation, and closing capabilities.
• Ability to establish priorities, manage competing deadlines, and sustain execution in a fast‑changing environment.
• Demonstrated ability to hold self and others accountable through clear expectations, follow‑through, coaching, and timely performance action.
• Strong analytical skills and the ability to translate data into practical actions and executive‑level insights.
• Consultative influence, sound judgment, and the ability to challenge constructively and recommend decisions.
• High attention to detail, process discipline, discretion, and commitment to data integrity.
• Proficiency in Microsoft Office products and experience with iCIMS or a comparable ATS, CRM technology, and Dayforce or a comparable HCM platform.

Licenses and Certifications

Required:

• None

Preferred:

• None

Virtual Employee?

Yes

Salary Range

$115,000-$125,000 annually

Location/Org Data : Dept Number

CORPIL

Software Powered by ICIMS

ReqID

2026-31645

Job Locations

US-IL-Downers Grove

Job Category

Corporate - Human Resources

Pay Class

Full Time