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Talent Acquisition Leader Jobs (NOW HIRING)

Subaru

Talent Acquisition Manager

Camden, NJ

Prepares recurring updates and insights for Talent Acquisition leadership and the Vice President of Human Resources, identifying trends, risks, and opportunities to improve recruiting outcomes ...

MetTel

Senior Talent Acquisition Partner

Holmdel, NJ · On-site

$130K/yr

As a key member of the HR and Talent Acquisition team, you will collaborate with hiring managers ... Partner with business leaders and hiring managers to define hiring needs and develop effective ...

Guardian Pharmacy

Director, Talent Acquisition

Atlanta, GA · On-site

$100K - $137K/yr

The Director, Talent Acquisition is responsible for leading, developing, and optimizing Guardian's Talent Acquisition function to support the organization's continued growth and commitment to ...

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$94.4K

$204.5K

How much do talent acquisition leader jobs pay per year?

As of Aug 23, 2026, the average yearly pay for talent acquisition leader in the United States is $94,445.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,500.00 and $115,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a talent acquisition leader?

To thrive as a Talent Acquisition Leader, you need expertise in recruitment strategy, workforce planning, and a solid understanding of employment law, usually supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HR analytics tools, and professional certifications like SHRM-CP or PHR is highly beneficial. Exceptional communication, relationship-building, and leadership skills help drive collaboration and influence stakeholders across all levels. These skills ensure effective talent pipelines, a positive candidate experience, and alignment with organizational goals.

What are some common challenges a talent acquisition leader faces when scaling hiring efforts quickly?

Talent Acquisition Leaders often encounter challenges related to balancing speed with quality when scaling hiring efforts rapidly. They must streamline recruitment processes, ensure consistent employer branding, and maintain a positive candidate experience, all while meeting aggressive headcount targets. Additionally, coordinating with multiple stakeholders across departments and managing recruitment teams can add layers of complexity. Proactively communicating and leveraging data-driven recruitment strategies are essential for success in this fast-paced environment.

What is the difference between Talent Acquisition Leader vs Talent Acquisition Specialist?

AspectTalent Acquisition LeaderTalent Acquisition Specialist
ResponsibilitiesOversees recruitment strategies, manages teams, and aligns hiring goals with company objectives.Executes recruitment activities, sources candidates, and screens applicants.
Required CredentialsBachelor's degree, often with HR certifications; experience in leadership roles.Bachelor's degree; entry to mid-level recruitment experience.
Work EnvironmentStrategic, managerial, often in HR or talent acquisition departments.Operational, hands-on recruitment in HR teams.

In summary, a Talent Acquisition Leader focuses on strategic planning and team management, while a Talent Acquisition Specialist handles day-to-day recruiting tasks. Both roles are essential in the hiring process but differ in scope and responsibilities.

What does a talent acquisition leader do?

A talent acquisition leader oversees the recruitment process to attract and hire qualified candidates for an organization. They develop hiring strategies, manage recruitment teams, and collaborate with hiring managers to meet staffing needs, often using applicant tracking systems and data analysis to improve hiring outcomes.

What is the highest position in talent acquisition?

The highest position in talent acquisition is typically the Chief Talent Officer or Vice President of Talent Acquisition, responsible for overseeing the entire recruitment strategy and aligning talent acquisition with organizational goals. These roles often require extensive experience, leadership skills, and knowledge of HR technologies and industry best practices.
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Talent Acquisition Leader jobs near you
Infographic showing various Talent Acquisition Leader job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 15% Part Time, and 5% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $94,445 per year, or $45.4 per hour.

Talent Acquisition Manager

Subaru of America

Camden, NJ • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 18 days ago

Job description


SUMMARY
The Talent Acquisition Manager is responsible for managing a high volume of complex recruitment activity across multiple business areas, including specialized and senior-level roles. This role partners closely with hiring managers, HR Business Partners, HR Centers of Excellence, and external stakeholders to deliver a consistent, high-quality recruiting and candidate experience. In addition to full-cycle recruitment, this position serves as a senior subject matter expert within Talent Acquisition, supporting TA metrics and reporting, process optimization, training documentation, employer branding activities, and the adoption of recruiting best practices across the team. The role also manages key Talent Acquisition vendor relationships, including retained and contingent search firms, job board partners, background screening providers, and other recruiting vendors, ensuring effective service delivery and alignment with business needs.
MAJOR RESPONSIBILITIES
  • Manages full-cycle recruitment for a high volume of open requisitions across multiple business areas, including complex, specialized, and senior-level roles. Partners with hiring managers and HR stakeholders to understand business needs, define role requirements, develop sourcing approaches, assess candidates, and support timely hiring decisions.
  • Owns Talent Acquisition reporting, metrics, and feedback programs, including time-to-fill, time-to-start, requisition status, pipeline activity, recruiter workload, source effectiveness, quality of hire, and other key performance indicators. Regularly monitors recruiting capacity, requisition volume, and workload trends, providing data-driven recommendations to Talent Acquisition leadership regarding resource needs, hiring prioritization, recruiting timelines, and requisition planning. Oversees hiring manager surveys, quality of hire assessments in partnership with the company's survey provider, and Talent Acquisition-related engagement survey action planning. Prepares recurring updates and insights for Talent Acquisition leadership and the Vice President of Human Resources, identifying trends, risks, and opportunities to improve recruiting outcomes, stakeholder satisfaction, and the overall talent acquisition experience.
  • Serves as a steward of Talent Acquisition processes, documentation, and tools. Maintains recruiting playbooks, standard operating procedures, training materials, templates, shared files, and process documentation while identifying opportunities to improve efficiency, consistency, compliance, and stakeholder experience.
  • Acts as a senior subject matter expert and role model for the Talent Acquisition team. Provides guidance, coaching, knowledge sharing, and best-practice support to recruiters and other team members, while helping onboard new team members and reinforce consistent recruiting practices.
  • Builds and maintains strong partnerships with hiring managers, HR Business Partners, Compensation, Legal, HR Operations, and other stakeholders involved in the recruiting process and candidate experience. Provides guidance on recruiting timelines, market considerations, interview process, candidate communication, and selection best practices.
  • Contributes to talent pipeline development, employer branding, and recruitment marketing initiatives by partnering with Talent Acquisition leadership, Talent Management, internal stakeholders, and external vendors. Leverages recruiting data and workforce trends to support candidate attraction efforts, early career recruiting, internal mobility discussions, and initiatives that strengthen Subaru's internal and external talent pipelines.
  • Supports and monitors candidate and hiring manager experience best practices by ensuring timely communication, clear expectations, inclusive practices, consistent follow-through, and practical improvements to the recruiting process.
  • Manages day-to-day relationships with talent acquisition vendors and external partners, including background check, staffing, recruitment marketing, relocation, assessment, and other recruiting-related vendors as assigned. Coordinates vendor communication, issue resolution, process alignment, service delivery, and recommendations for continuous improvement.

ADDITIONAL RESPONSIBILITIES
  • Ensures recruiting practices comply with applicable employment laws, company policies, Equal Employment Opportunity requirements, federal contractor obligations, and ethical selection practices. Maintains accurate documentation and supports consistent, compliant hiring processes.
  • Develops and delivers candidate interviewing and selection training to all relevant stakeholders, monitoring adherence to training requirements and best practices.

REQUIRED SKILLS & PERSONAL QUALIFICATIONS
  • Strong full-cycle recruiting experience across multiple functions, career levels, and role types, including specialized and senior-level hiring.
  • Ability to manage a high requisition load while maintaining quality, responsiveness, candidate experience, and attention to detail.
  • Strong relationship-building skills with the ability to partner effectively with hiring managers, HR Business Partners, HR Centers of Excellence, vendors, candidates, and TA team members.
  • Demonstrated ability to maintain, analyze, and present recruiting metrics such as time-to-fill, time-to-start, requisition status, pipeline health, source effectiveness, and recruiter workload.
  • Demonstrated ability to improve recruiting processes, workflows, tools, documentation, standard operating procedures, and shared knowledge resources.
    Ability to serve as a senior subject matter expert and role model by providing guidance, coaching, knowledge sharing, onboarding support, and best-practice reinforcement to team members.
  • Experience supporting or managing vendor relationships and coordinating with external recruiting-related partners to resolve issues and improve service delivery.
  • Knowledge of talent acquisition best practices, including sourcing, screening, interviewing, selection, inclusive hiring, candidate experience, and offer process support.
  • Experience developing or maintaining recruiting-related training, resources, templates, and guidance for hiring managers, interview teams, HR partners, and TA team members.
  • Ability to support employer branding, recruitment marketing, campus, intern, contractor, or other talent programs as assigned.
  • Knowledge of relevant employment laws, regulations, EEO requirements, compliance obligations, and ethical hiring practices required.

EDUCATION & EXPERIENCE REQUIREMENTS: Bachelor's Degree preferred or H.S. Diploma with equivalent years of experience preferred. At least 8-10 years of progressive talent acquisition, human resources, recruiting operations, or related experience, including experience managing complex searches, high requisition volume, senior-level recruitment, recruiting process improvement, metrics/reporting, vendor partnership, and stakeholder engagement required.
WORK EXPERIENCE
  • Office Location: Camden, NJ apart of the Greater Philadelphia Area (Philly)
  • Hybrid Role: Hybrid Role - Remote work 2 days per week (after 90 days) [Wednesdays & Fridays]
  • Travel: 25% Domestic

COMPENSATION: The recruiting base salary range for this full-time position is $120,000 - $140,000 / year. Within the range, individual pay is determined by factors, including job-related skills, experience, and relevant education or training. Additionally, this role is bonus-eligible, with a target bonus percentage that provides an opportunity to earn even more based on your performance. (Internal Job Grade: M1)
WHY JOIN US? In addition to competitive salary, Subaru offers an amazing benefits package that includes:
Total Rewards & Benefits:
  • Medical, Dental, Vision Plans
  • Pension, Profit Sharing, and 401K Match Offerings
  • 15 Vacation days, 5 Floating Holidays, 5 Sick days, and 9 Company Holidays
  • Tuition Reimbursement Program: $15,000 yearly benefit
  • Vehicle Discount Programs

Learning & Development:
  • Professional growth and development opportunities
  • Direct partnership with senior leadership
  • Formal Mentorship Program
  • LinkedIn Learning License

Visit our careers landing page for additional information about our compensation and benefit programs.
ABOUT SUBARU
Love. It's what makes Subaru, Subaru®. As a leading auto brand in the US, we strive to be More Than a Car Company®. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That's what we call our Subaru Love Promise®.
Subaru is a globally renowned automobile manufacturer known for its commitment to innovation, safety, and sustainability. With a rich history dating back to 1953, Subaru has consistently pushed the boundaries of automotive engineering to deliver vehicles that offer not only exceptional performance but also a unique blend of utility and adventure.
Subaru's company culture is built on collaboration, diversity, and a shared passion for our product. We foster an inclusive environment that encourages employees to bring their unique perspectives and talents to the table. Our team members are driven by a common goal: to create exceptional vehicles that inspire and delight our customers.

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