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Hiring Manager Jobs in Indiana (NOW HIRING)

Versiti, Inc.

Associate Recruiter

Indianapolis, IN · On-site

$42K - $51K/yr

Screens and presents viable potential candidates to Talent Acquisition Specialist and/or hiring manager. * Meets recruitment targets and maintains recruitment data and prepares regular reporting of ...

Versiti, Inc.

Associate Recruiter

Indianapolis, IN

$42K - $51K/yr

Screens and presents viable potential candidates to Talent Acquisition Specialist and/or hiring manager. * Meets recruitment targets and maintains recruitment data and prepares regular reporting of ...

Versiti, Inc.

Associate Recruiter

Indianapolis, IN

$42K - $51K/yr

Screens and presents viable potential candidates to Talent Acquisition Specialist and/or hiring manager. * Meets recruitment targets and maintains recruitment data and prepares regular reporting of ...

Wendy's

Shift Manager

Munster, IN · On-site

$14.75 - $18.50/hr

... hiring manager. Real food. Real people. We are a proud equal opportunity employer all ages, races, religions, nationalities, genders and the LGBTQ+ community are welcome. We provide reasonable ...

Wendy's

Shift Manager

Munster, IN · On-site

$14.75 - $18.50/hr

... hiring manager. Real food. Real people. We are a proud equal opportunity employer all ages, races, religions, nationalities, genders and the LGBTQ+ community are welcome. We provide reasonable ...

Northampton Community College

Youth Instructor

Fowler, IN

$15 - $18.75/hr

When an opening occurs, the hiring manager(s) will review this pool of applicants. Should review of your qualifications result in a decision to pursue your candidacy, you will be contacted ...

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All JobsHiring Manager JobsHiring Manager Jobs in Indiana

Hiring Manager information

See Indiana salary details

$23.3K

$56.6K

$110.4K

How much do hiring manager jobs pay per year?

As of Jun 10, 2026, the average yearly pay for hiring manager in Indiana is $56,642.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,000.00 and $65,200.00 per year, depending on experience, location, and employer.

What is a hiring manager?

A hiring manager is the person within an organization responsible for overseeing the recruitment and selection process for a specific job opening. They typically define the job requirements, review applications, conduct interviews, and make the final hiring decision. Hiring managers work closely with human resources and recruiters to ensure the best candidate is selected for the team or department. Their role is crucial in shaping the company's workforce and ensuring new hires align with organizational goals.

What are the key skills and qualifications needed to thrive as a Hiring Manager, and why are they important?

To thrive as a Hiring Manager, you need expertise in talent acquisition, interviewing, and employment law, typically backed by experience in HR or a related field. Familiarity with applicant tracking systems (ATS), HR information systems, and recruitment analytics tools is important. Strong interpersonal skills, decision-making abilities, and effective communication set top hiring managers apart. These skills ensure an efficient, fair, and strategic hiring process that brings in qualified talent aligned with organizational goals.

How does a Hiring Manager typically collaborate with recruiters and other departments during the hiring process?

Hiring Managers work closely with recruiters to define job requirements, review candidate shortlists, and coordinate interview processes. They often partner with HR, team leads, and sometimes even future colleagues of the candidate to ensure a thorough and fair evaluation. This collaboration ensures that selected candidates not only meet technical qualifications but also align with the team’s culture and organizational goals. Clear communication and feedback loops are essential for a smooth and effective hiring process.

What is the difference between Hiring Manager vs Recruiter?

AspectHiring ManagerRecruiter
Primary RoleDefines job requirements, makes final hiring decisionsSources, screens, and presents candidates
CredentialsVaries by department, often with industry experienceHR or recruiting certifications often preferred
Work EnvironmentWithin the department, close to team operationsWithin HR or recruiting agencies, external or internal
Employer & Industry UsageUsed across all industries for department-specific hiringCommon in staffing agencies and corporate HR teams

In summary, Hiring Managers are responsible for defining job needs and making final hiring decisions within their teams, while Recruiters focus on sourcing and screening candidates to fill those roles. Both roles are essential in the hiring process but serve different functions.

What are the most commonly searched types of Hiring jobs in Indiana? The most popular types of Hiring jobs in Indiana are:
What are popular job titles related to Hiring Manager jobs in Indiana? For Hiring Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Hiring Manager jobs in Indiana look for? The top searched job categories for Hiring Manager jobs in Indiana are:
What cities in Indiana are hiring for Hiring Manager jobs? Cities in Indiana with the most Hiring Manager job openings:
Hiring Manager jobs near you
Infographic showing various Hiring Manager job openings in Indiana as of June 2026, with employment types broken down into 83% Full Time, 14% Part Time, and 3% Contract. Highlights an 90% Physical, 4% Hybrid, and 6% Remote job distribution, with an average salary of $56,642 per year, or $27.2 per hour.
Vice President Talent Acquisition

Vice President Talent Acquisition

hopebridge

Indianapolis, IN • On-site

Full-time

Posted 3 days ago

Hopebridge rating

4.9

Company rating: 4.9 out of 10

Based on 148 frontline employees who took The Breakroom Quiz

204th of 228 rated social care providers

Job description

​​​​The Vice President, Talent Acquisition provides enterprise leadership for attracting top talent at Hopebridge, with a primary focus on talent acquisition for hard-to-fill clinical and operational leadership roles, building sustainable pipelines, and improving quality of hire. This leader helps bring our Employee Value Proposition (EVP) to life through clear talent messaging and a consistent, high-quality candidate experience that strengthens Hopebridge’s employment brand and supports hiring success. The role supervises the Talent Acquisition team and partners with operational leaders to build workforce plans, programs, and processes that enable timely hiring and staffing coverage.Responsibilities Talent Acquisition Strategy & Workforce Planning
 
  • Develop and execute an enterprise talent acquisition strategy to meet growth and backfill demands across hard-to-fill roles, including Board Certified Behavior Analysts (BCBAs), Speech-Language Pathologists (SLPs), Occupational Therapists (OTs), Physical Therapists (PTs), and center leadership.
  • Build and execute a state-by-state employee attraction (talent market) strategy for priority roles, tailoring sourcing channels, partnerships, media/market spend, messaging, and community presence to local supply-demand dynamics.
  • Partner with Finance and operations on demand forecasting to reduce vacancy days and protect access and continuity of care. Develop and respond to KPIs that measure acquisition performance, staffing coverage, and hiring quality.
  • Own the end-to-end recruiting operating model (in-house, vendors/agency as needed, sourcing, recruitment marketing) with clear service levels, cost controls, and quality standards.
 Talent Market Strategy
 
  • Own the market intelligence strategy for priority roles (especially BCBAs), including compensation benchmarking, role design, and competitive positioning by state.
  • Translate market data into actionable changes in offer strategy (compensation, title, caseload expectations, flexibility, and career pathing) to improve attraction and acceptance.
  • Partner with Clinical and Finance leaders to continuously calibrate the “hire vs. retain vs. redesign” equation and recommend the right mix of recruiting, role changes, and workforce investments by market.
 Workforce Supply Creation & Clinical Pipeline Strategy
 
  • Build and scale long-term supply strategies for BCBAs and clinicians, including university partnerships, practicum pipelines, supervision capacity, and early identification programs.
  • Partner with Clinical leadership to expand BCBA supervision capacity and increase conversion of RBTs to BCBAs.
  • Develop geographic workforce strategies based on market depth, competition, and growth plans.
 Employee Value Proposition (EVP), Employment Brand & Candidate Experience
 
  • Translate Hopebridge’s EVP (why people join and grow here) into external recruiting messaging, role marketing, and hiring manager toolkits in partnership with HR and Marketing/Communications.
  • Own the end-to-end candidate experience (from first touch through offer and pre-boarding), ensuring consistent, high-quality experiences that improve conversion and acceptance rates.
  • Partner with Marketing to ensure consistent, market-specific messaging that improves conversion.
  • Partner with HR and operations to ensure onboarding processes and first-90-day readiness enable timely starts, compliance completion, and early productivity for priority roles.
 Recruiting Operations, Process Excellence & Analytics
 
  • Establish scalable recruiting processes, governance, and technology roadmap (ATS/CRM, assessments, scheduling, onboarding workflows) to increase recruiter capacity and improve candidate experience.
  • Create a data-driven performance management cadence for Talent Acquisition, including dashboards, business reviews, and field-facing insights.
  • Ensure compliance with applicable employment laws and healthcare-specific requirements (licensure verification, background checks, credentialing coordination as applicable) while maintaining speed and quality.
 Hiring Manager Capability
 
  • Build hiring manager capability through structured training, coaching, and tools (interview quality, selling Hopebridge, and closing candidates).
  • Establish and reinforce minimum hiring standards and interview discipline across centers and markets.
 Leadership, Culture & Stakeholder Partnership
 
  • Lead, coach, and develop a high-performing Talent Acquisition team; set clear expectations, operating rhythms, and accountability to hiring delivery, service levels, and quality outcomes.
  • Serve as a trusted advisor to VPs and field leaders on talent availability, competitive intelligence, hiring manager capability, selection decisions, and offer strategy for priority roles.
  • Strengthen hiring manager effectiveness through structured interviewing, selection toolkits, and consistent decision-making practices that improve speed, equity, and quality of hire.
  • Serve as a thought partner to Chief Clinical Officer and regional clinical leaders on workforce strategy, caseload coverage, and clinical capacity planning.
  • Ensure recruiting strategies reflect clinical realities and patient demand.
  • Partner with HR and operations to strengthen onboarding effectiveness for priority roles and monitor early-tenure retention signals (e.g., 90/180-day retention trends), using insights to refine sourcing, selection, and start-readiness practices.
  • Champion inclusive hiring and equitable candidate experiences by embedding structured practices, consistent evaluation, and barrier reduction throughout the talent acquisition lifecycle.
Key Performance Indicators (KPIs) 
  • Time-to-fill and time-to-start for priority roles (overall and by role/market), including BCBA, SLP, OT, PT, and center leadership pipelines.
  • Pipeline coverage for priority roles (e.g., qualified leads per open requisition, talent community size/engagement, and qualified slate %) by state/market.
  • Funnel conversion and speed (e.g., time-in-stage, interview-to-offer, offer-to-accept, accept-to-start) for priority roles.
  • Vacancy rate, days vacant, and staffing coverage for critical roles; impact to operational capacity (as defined with operations).
  • Offer acceptance rate and candidate experience measures (e.g., candidate survey results).
  • Start readiness and compliance cycle time (e.g., background checks, credentialing/licensure verification where applicable, onboarding completion) while maintaining candidate experience.
  • Early-tenure retention for priority roles (e.g., 90/180-day retention) and first-year voluntary turnover.
  • Quality of hire outcomes for priority roles (e.g., 90/180-day performance indicators where available, hiring manager satisfaction, and early attrition/quality signals) and adherence to selection standards.
  • Cost per hire and vendor utilization against plan; sourcing channel ROI and efficiency for priority roles.
Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
 Required SkillsRequired Competencies, Education, and Experience
  • 15+ years of progressive talent acquisition experience, including deep expertise recruiting hard-to-fill healthcare roles across multiple markets and/or high-growth environments (e.g., BCBA, SLP, OT, PT, and multi-site center leadership).
  • 7+ years of leadership experience with a demonstrated ability to build, scale, and develop high-performing TA teams.
  • Proven track record owning and delivering measurable recruiting outcomes (time-to-fill, vacancy reduction, quality of hire, cost per hire, offer acceptance) using data-driven operating rhythms.
  • Demonstrated experience leading TA in severe labor shortage environments (behavioral health, nursing, therapy services).
  • Proven ability to change outcomes, not just manage process (reduced vacancy, improved acceptance, scaled pipelines).
  • Experience developing and activating an employer value proposition and employment brand to improve candidate attraction, conversion, and acceptance; familiarity with candidate experience measurement and process improvement.
  • Strong command of recruiting technology and analytics (ATS/CRM, dashboards, funnel metrics) and process improvement methodologies.
  • Excellent communication, stakeholder management, and consultative influencing skills; ability to translate labor market dynamics into business decisions.
  • Bachelor’s degree required (Human Resources, Business, or related field) or equivalent combination of education and experience.
Preferred Competencies, Education, and Experience
  • Healthcare sector experience in provider services, behavioral health, home health, or multi-site clinical operations with high-volume and specialty hiring needs.
  • Master’s degree (e.g., MBA, MHA, MS-HRM) and/or HR certification (PHR/SPHR, SHRM-CP/SCP).
  • Experience leading recruitment marketing/employment brand initiatives and partnering closely with Marketing/Communications.
Position Type/Expected Hours of WorkThis is a full-time position, Monday through Friday. Occasional evening and weekend work may be required as job duties demand.
Travel
Occasional travel is expected for this position (up to 20%), including visits to Hopebridge locations and team/leadership meetings.
Work Enviornment This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
This is largely a sedentary role; however, some filing may be required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary.
Disclaimer The above statements reflect general functions of this job and shall not be construed as a detailed description of all work requirements inherent in this job. The immediate supervisor may elaborate on or add to the above list if the duties come within the employee’s realm of responsibility.
 
Hopebridge is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, arrest record or any other characteristic protected by applicable federal, state or local laws.
 
Employment remains contingent upon successfully completing any required employment checks, including a criminal background check, DCS check, or any others, as required by the company policy or law.

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