Key Responsibilities and Required Skills for RHFA Recruiting Manager

🎯 Role Definition

The RHFA Recruiting Manager is a pivotal leadership role at the intersection of people, strategy, and business growth. This individual serves as the architect and driver of our talent acquisition engine, responsible for not just filling open positions, but for building the teams that will define our future success. As a player-coach, you will lead a dedicated team of recruiters while also managing key senior-level searches, ensuring we attract, engage, and hire the most exceptional and diverse talent in the market. This role requires a strategic thinker who can partner with executive leadership to forecast hiring needs, a data-driven operator who can optimize processes, and an empathetic leader who can mentor and develop a world-class recruiting team. You will be the champion of our employer brand and the guardian of our candidate experience, making sure every interaction reflects our company's values.

📈 Career Progression

Typical Career Path

Entry Point From:

Senior Talent Acquisition Partner / Lead Recruiter
Talent Acquisition Team Lead
HR Business Partner with a strong focus on recruitment

Advancement To:

Director of Talent Acquisition
Head of Global Talent
Senior Manager, People & Talent

Lateral Moves:

People Operations Manager
HR Manager
Senior Manager, Employer Branding

Core Responsibilities

Primary Functions

Develop, execute, and continuously refine a comprehensive, multi-channel talent acquisition strategy that aligns directly with the company's strategic objectives and long-term growth plans.
Lead, mentor, and develop a high-performing team of recruiters, setting clear performance expectations, providing ongoing coaching, and fostering a collaborative, inclusive, and results-driven team culture.
Act as a strategic partner and trusted advisor to senior leadership and hiring managers, consulting on talent market trends, role design, interview best practices, and effective hiring strategies.
Personally manage the full-cycle recruitment process for critical, senior-level, and highly specialized roles, from initial sourcing and engagement to offer negotiation and closing.
Champion and drive diversity, equity, and inclusion (DEI) initiatives throughout the entire recruitment lifecycle, implementing strategies to attract a diverse pipeline of candidates and mitigate bias.
Establish, track, and analyze key recruitment metrics and KPIs (e.g., time-to-fill, cost-per-hire, source-of-hire, quality-of-hire) to measure team performance and drive data-informed decisions and process improvements.
Oversee and optimize the entire candidate journey, ensuring every applicant, regardless of outcome, has a positive, respectful, and engaging experience that enhances our employer brand.
Manage and forecast the departmental budget for recruiting, including costs for tools, agency fees, advertising, and events, ensuring optimal allocation of resources.
Direct the selection and manage the performance of recruitment technology and tools, including the Applicant Tracking System (ATS), sourcing platforms, and assessment tools, to maximize efficiency and effectiveness.
Build and maintain a robust pipeline of passive talent for current and future hiring needs through advanced sourcing techniques, networking, and relationship building.
Lead workforce planning discussions with department heads to proactively identify future talent needs and build talent pools in anticipation of business demands.
Negotiate complex compensation packages and close senior-level candidates, demonstrating a deep understanding of market data and internal equity.
Design and deliver comprehensive training programs for hiring managers and interviewers on topics such as effective interviewing techniques, unconscious bias, and candidate assessment.
Cultivate and manage relationships with external partners, including search firms, contingent agencies, and university relations contacts, to supplement internal recruiting efforts when necessary.
Spearhead employer branding initiatives in partnership with the marketing team, leveraging social media, career fairs, and industry events to position the company as an employer of choice.
Ensure all recruitment and hiring practices are in compliance with local, state, and federal employment laws and regulations.
Prepare and present detailed weekly, monthly, and quarterly recruiting reports and dashboards to the executive team, providing insights and recommendations on talent acquisition activities.
Drive initiatives to improve internal mobility and employee referral programs, recognizing their value as key sources of high-quality talent.
Stay abreast of emerging trends, technologies, and best practices in the talent acquisition space, continuously innovating and iterating on our recruitment processes.
Conduct regular one-on-one meetings with team members to support their career development, address challenges, and celebrate successes.

Secondary Functions

Partner with the HR and onboarding teams to ensure a seamless transition from candidate to new hire.
Contribute to the development of company-wide compensation and leveling frameworks by providing real-time market data.
Assist in ad-hoc people-related projects and initiatives as a key member of the broader HR leadership team.
Represent the company at industry conferences, tech talks, and recruiting events to build our network and employer brand presence.

Required Skills & Competencies

Hard Skills (Technical)

Full-Cycle Recruiting Expertise: Demonstrated mastery of the entire recruitment lifecycle, from crafting job descriptions and sourcing to offer negotiation, for a variety of roles and seniorities.
Applicant Tracking Systems (ATS): Deep proficiency in configuring, utilizing, and optimizing modern ATS platforms like Greenhouse, Lever, or Workday Recruiting.
Advanced Sourcing Techniques: Expertise in using a wide array of sourcing tools and methods, including LinkedIn Recruiter, Boolean search logic, X-ray searching, and talent mapping.
Data Analysis & Reporting: Ability to build dashboards and analyze recruitment metrics to generate actionable insights, tell a story with data, and influence strategic decisions.
Recruitment Marketing & Branding: Experience developing and executing employer branding campaigns across digital and physical channels to attract top talent.
Project & Program Management: Skills to manage complex, cross-functional hiring initiatives, such as high-volume ramps or new office openings, from conception to completion.

Soft Skills

Leadership & Mentorship: Proven ability to lead, inspire, and develop a team of recruiting professionals, fostering a culture of high performance and continuous improvement.
Stakeholder Management: Exceptional ability to build consultative relationships and credibility with senior executives, hiring managers, and cross-functional partners.
Communication & Influence: Superior verbal and written communication skills, with the ability to articulate a clear vision, influence outcomes, and provide constructive feedback.
Strategic & Critical Thinking: Capacity to think beyond immediate hiring needs, anticipate future talent challenges, and develop long-term, scalable recruiting solutions.
Negotiation & Persuasion: High-level negotiation skills with the confidence and finesse to manage complex offer scenarios and secure top-tier candidates.
Adaptability & Resilience: Thrives in a fast-paced, dynamic environment, able to pivot quickly and manage competing priorities without losing focus on strategic goals.

Education & Experience

Educational Background

Minimum Education:

Bachelor's degree in a relevant field or equivalent practical experience.

Preferred Education:

Bachelor's or Master's degree in Human Resources, Business Administration, or Psychology.
Relevant professional certifications (e.g., SHRM-CP/SCP, PHR, CIR, CDR).

Relevant Fields of Study:

Human Resource Management
Business Administration
Industrial-Organizational Psychology
Communications

Experience Requirements

Typical Experience Range: 7-12 years of progressive experience in talent acquisition.

Preferred:

A minimum of 7+ years of hands-on, full-cycle recruiting experience, preferably in a high-growth environment.
At least 3+ years of formal people management experience, leading and developing a team of recruiters.
Proven track record of successfully partnering with executive-level stakeholders to build and scale teams.