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Talent Acquisition Manager Jobs in Racine, WI (NOW HIRING)

Quovis, Inc.

Talent Acquisition Consultant

WI · Remote

Talent Acquisition Consultant Location: Remote Quovis, Inc. is a search firm specializing in the ... Develop and execute recruiting plans; work with hiring managers on recruiting project Kick Off ...

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Talent Acquisition Manager information

See Racine, WI salary details

$32.8K

$82.2K

$130.3K

How much do talent acquisition manager jobs pay per year?

As of Aug 30, 2026, the average yearly pay for talent acquisition manager in Racine, WI is $82,162.00, according to ZipRecruiter salary data. Most workers in this role earn between $65,200.00 and $93,800.00 per year, depending on experience, location, and employer.

What is a talent acquisition manager?

As a talent acquisition manager or corporate recruiter, you find top candidates to fill job vacancies as part of the Human Resources department in an organization. You need strong interpersonal and networking skills to find the candidates that are the best fit for the business. You seek job candidates through online job boards, social networking sites, career fairs, and in-person networking events. Your duties include creating and posting job ads, messaging and calling potential job seekers, reviewing resumes, interviewing candidates, and recommending the best candidates to hiring managers.

How does a talent acquisition manager typically collaborate with hiring managers and other departments during the recruitment process?

A Talent Acquisition Manager works closely with hiring managers to understand specific team needs, define role requirements, and set clear expectations for candidate profiles. They also partner with HR, finance, and sometimes department heads to ensure alignment on hiring goals, budget, and workforce planning. Regular check-ins, collaborative job description creation, and involvement in interview panels are common practices, ensuring a streamlined and effective recruitment process across departments.

What are the key skills and qualifications needed to thrive as a talent acquisition manager, and why are they important?

To thrive as a Talent Acquisition Manager, you need expertise in recruitment strategies, candidate sourcing, interviewing, and a relevant degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR is often required. Exceptional communication, negotiation, and relationship-building skills help set top performers apart in this role. These competencies are crucial for attracting and retaining top talent, driving organizational growth, and ensuring a positive candidate experience.

What is the difference between Talent Acquisition Manager vs Recruiter?

AspectTalent Acquisition ManagerRecruiter
ResponsibilitiesOversees entire hiring strategy, manages recruitment team, develops employer brandingSources candidates, screens resumes, conducts interviews
Required CredentialsBachelor's degree, experience in HR or recruiting, strong communication skillsBachelor's degree often preferred, recruiting certifications optional
Work EnvironmentStrategic planning, team management, collaboration with HR and hiring managersCandidate sourcing, interview coordination, applicant tracking

The main difference is that a Talent Acquisition Manager focuses on strategic hiring initiatives and team leadership, while a Recruiter handles the day-to-day candidate sourcing and screening. Both roles require similar credentials but differ in scope and responsibilities.

Is talent acquisition a hard job?

Talent acquisition managers are responsible for sourcing, screening, and hiring candidates, which can be challenging due to competition for skilled talent and the need for strong interpersonal and organizational skills. The role often requires managing multiple priorities, working under deadlines, and staying updated on industry trends and tools like applicant tracking systems. Success in this field depends on adaptability, communication skills, and experience in recruiting processes.

What do talent acquisition managers make?

Talent acquisition managers typically earn a salary that ranges from $60,000 to $120,000 annually, depending on experience, location, and company size. They often receive benefits such as health insurance and may earn bonuses based on hiring targets or performance metrics.

What does a talent acquisition manager do?

A talent acquisition manager is responsible for identifying, attracting, and hiring qualified candidates to meet an organization’s staffing needs. They develop recruitment strategies, manage the hiring process, and often use applicant tracking systems to streamline hiring. Strong communication, assessment skills, and knowledge of employment laws are essential in this role.
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Cities near Racine, WI with the most Talent Acquisition Manager job openings:

Talent Acquisition Manager jobs near you
Infographic showing various Talent Acquisition Manager job openings in Racine, WI as of August 2026, with employment types broken down into 81% Full Time, 15% Part Time, 1% Contract, and 3% Nights. Highlights an 79% Physical, 3% Hybrid, and 18% Remote job distribution, with an average salary of $82,162 per year, or $39.5 per hour.

Talent Acquisition Partner - Skilled Trades & Manufacturing

Global Power Components

Milwaukee, WI • On-site

$75 - $95/hr

Other

Re-posted 23 days ago

Global Power Components rating

8.4

Company rating: 8.4 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

100th of 495 rated machine equipment manufacturers

Job description

Talent Acquisition Partner - Skilled Trades & Manufacturing

Title: Talent Acquisition Partner – Skilled Trades & Manufacturing

Company: Global Power Components – www.globalpowercomponents.com

Location: Milwaukee, WI (onsite 5-days/week)

Hire Type: Direct Hire

Position Summary: The Talent Acquisition Partner – Skilled Trades & Manufacturing owns the staffing agency relationship and requisition strategy for an assigned site/agency portfolio, driving the pipeline that keeps production roles filled. This role exercises independent judgment across every stage of the hiring cycle — from managing agency partnerships, to making candidate slate decisions, to recommending pipeline improvements based on hiring data. Reporting to the Talent Acquisition Manager, the Talent Acquisition Partner works in close daily partnership with the Site HR Manager and Site Supervisors to align hiring with production priorities, while coordinating with the Contingent Workforce Coordinator on conversion visibility and with HR Coordinators on onboarding logistics.

Key Responsibilities
  • Agency Partnership Ownership: Own the primary staffing agency partnership(s) (1–2 agencies) for an assigned site/portfolio, with independent decision-making authority over day-to-day agency management; serve as the main point of contact for agency partners, hold them accountable to fill rates, quality, and service expectations; and elevate agency contract or performance issues to the Talent Acquisition Manager with clear recommendations for resolution.
  • Requisition Strategy: Design and execute requisition strategy for the assigned site/agency portfolio, adjusting sourcing approach based on role type, volume, and urgency; continuously evaluate whether current strategy is meeting site staffing needs and adjust proactively.
  • Pipeline Management & Candidate Decisions: Track candidate pipeline and status across all open production requisitions; exercise independent judgment on candidate slate decisions, determining which candidates move forward to hiring supervisors; analyze hiring metrics and recommend pipeline improvements based on findings.
  • Site Partnership: Partner with the Site HR Manager on daily site priorities, ensuring recruiting activity reflects real-time production staffing needs; maintain regular communication with Site Supervisors to understand evolving headcount and role requirements.
  • Conversion & Onboarding Coordination: Support conversion pipeline visibility in partnership with the Contingent Workforce Coordinator, ensuring a clear view of contingent-to-direct hire progression; coordinate onboarding logistics with HR Coordinators (Onboarding) to ensure new hires are set up for a smooth start.
Requirements
  • 3+ years of experience managing staffing agency relationships, ideally in a high-volume or production/industrial hiring environment.
  • Demonstrated ability to make independent, sound judgment calls on candidate decisions and agency management.
  • Comfort analyzing hiring data and translating findings into actionable pipeline recommendations.
  • Strong cross-functional collaboration skills, with experience partnering across HR, site leadership, and contingent workforce functions.
  • Ability to manage multiple requisitions and priorities in a fast-paced manufacturing environment.
  • Bachelor's degree preferred, or equivalent recruiting experience.
  • Bilingual (Spanish) strongly preferred.
  • Manufacturing or industrial environment experience preferred.
  • Experience with Workday Recruiting or comparable ATS required.
Equal Opportunity Employment

Global Power Components is an Equal Opportunity and Affiantive Action Employer. Global Power Components is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

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