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Talent Acquisition Manager Jobs in Springfield, MA

Tandavix llc

Head of Talent Acquisition

East Hartford, CT · On-site

$103K - $142K/yr

Head of Talent Acquisition The head of Talent Acquisition (TA) Enablement serves as the strategic ... Experience managing vendor ecosystems, outsourcing strategies, and enterprise technology platforms

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Talent Acquisition Manager information

See Springfield, MA salary details

$34.9K

$87.3K

$138.5K

How much do talent acquisition manager jobs pay per year?

As of Sep 7, 2026, the average yearly pay for talent acquisition manager in Springfield, MA is $87,316.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,300.00 and $99,600.00 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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Talent Acquisition Manager jobs near you
Infographic showing various Talent Acquisition Manager job openings in Springfield, MA as of August 2026, with employment types broken down into 84% Full Time, 14% Part Time, and 2% Contract. Highlights an 79% Physical, 3% Hybrid, and 18% Remote job distribution, with an average salary of $87,316 per year, or $42 per hour.

Head of Talent Acquisition Enablement

CVS Health

Hartford, CT • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 13 days ago

Key responsibilities

  • Design, govern, and optimize the end-to-end Talent Acquisition ecosystem, including process architecture and AI enablement.

  • Lead the development and implementation of scalable TA operating models, workflows, and transformation initiatives.

  • Oversee demand management, intake governance, vendor strategy, and knowledge management to improve TA efficiency and effectiveness.

CVS Health rating

5.8

Company rating: 5.8 out of 10

Based on 4,369 frontline employees who took The Breakroom Quiz

92nd of 113 rated pharmacies

Job description

We're building a world of health around every individual - shaping a more connected, convenient and compassionate health experience. At CVS Health, you'll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselvesaccountable and prioritize safety and quality in everything we do. Join us and be part of something bigger - helping to simplify health care one person, one family and one community at a time.

Position Summary

The head of Talent Acquisition (TA) Enablement serves as the strategic architect and operator of enterprise-wide Talent Acquisition delivery. This role is accountable for enabling a best-in-class hiring experience by designing, governing, and continuously optimizing the end-to-end TA ecosystem-spanning process architecture, AI enablement, operational governance and capability delivery.

As a critical enabler of Talent Acquisition's strategic impact, this leader ensures that the function is powered by scalable, AI-driven solutions, streamlined operations, and disciplined execution. The role partners closely across HR, Digital/Technology (DDAT), and business stakeholders to translate TA strategy into measurable outcomes-enhancing speed, quality, and colleague experience while reducing cost and complexity.

TA Enablement Strategy & AI-Driven Process Architecture

  • Serve as the enterprise leader for TA enablement strategy, defining how Talent Acquisition delivers value through integrated, end-to-end processes versus siloed execution

  • Translate TA strategy and transformation priorities into scalable operating models, AI-enabled workflows, and delivery roadmaps

  • Lead the design of future-state TA processes, embedding AI, automation, and agentic workflows to drive efficiency, effectiveness, and experience

  • Act as the primary advisor on TA operating model decisions, including build vs. buy Automation and outsourcing strategies

  • Establish standardized, enterprise-wide TA processes while balancing necessary business or market-specific variation

  • Own and optimize the TA technology and process ecosystem (e.g., Workday, Phenom), ensuring alignment across policy, process, and platforms

  • Operational Excellence & Continuous Improvement

  • Build and lead the Talent Acquisition continuous improvement (CI) strategy, prioritizing initiatives based on business value, risk, and experience impact

  • Drive Lean, Six Sigma, and design-thinking methodologies to reduce cycle time, eliminate inefficiencies, and improve hiring outcomes

  • Embed a culture of operational discipline and continuous improvement across TA, HR, and Solutions Delivery teams

  • Develop internal capability within TA and HR leaders to apply structured problem-solving and process optimization approaches

TA Work Transition & Transformation Enablement

  • Lead end-to-end execution of TA transformation initiatives, ensuring seamless transition of work, capabilities, and technologies

  • Establish and govern transition playbooks covering process documentation, knowledge transfer, training, and go-live readiness

  • Ensure new capabilities are integrated without disrupting service quality, SLAs, or stakeholder experience

  • Provide transparent reporting to HR leadership on transformation progress, risks, and stabilization outcomes

Demand Management & Intake Governance

  • Own the enterprise intake model for all Talent Acquisition work, including strategic initiatives, business requests, policy changes, and regulatory requirements

  • Implement governance frameworks to prioritize, sequence, and resource work aligned to enterprise strategy and operational capacity

  • Partner with HR Strategy, Corporate Strategy, and business transformation teams to ensure alignment between demand and delivery

  • Drive data-informed decision-making that balances urgency, capacity, and experience impact

Vendor, Outsourcing & Talent Marketing Enablement

  • Oversee TA vendor strategy and outsourcing governance, ensuring optimal service delivery, cost efficiency, and performance outcomes

  • Lead evaluation and integration of external partners and solutions to enhance TA capability and scalability

  • Ensure Talent Marketing capabilities are effectively enabled and integrated within the broader TA delivery model

Knowledge Management & AI Enablement

  • Own the TA knowledge management strategy, ensuring accurate, accessible, and high-quality content for recruiters, hiring managers, and HR partners

  • Establish governance for content lifecycle, taxonomy, and quality standards

  • Enable AI-powered knowledge ecosystems (e.g., chatbots, digital assistants) through structured, high-quality data

  • Track and improve knowledge effectiveness via adoption, accuracy, and experience metrics

Impact & Success Measures

  • Improved speed and quality of hiring outcomes

  • Increased adoption and effectiveness of AI-enabled TA processes

  • Reduced operational costs through automation and optimization

  • Enhanced recruiter, hiring manager, and candidate experience

  • Strong alignment between TA strategy, operations, and business priorities

Location

  • Hartford, CT or Woonsocket, RI

  • Open to remote: East Coast (preferred) with the willingness and ability to be in the Hartford, CT/Woonsocket, RI offices based on needs of the business

Required Qualifications

  • 15+ years of leadership experience in Talent Acquisition, HR Operations, or enterprise enablement roles

  • Proven ability to lead large-scale HR/TA transformation in complex, matrixed environments

  • Deep expertise in process design, operational excellence, and governance at scale

  • Experience managing vendor ecosystems, outsourcing strategies, and enterprise technology platforms

  • Strong capability in driving AI/automation adoption within HR or TA environments

Preferred Qualifications
Lean Six Sigma certification or equivalent continuous improvement expertise preferred
Education

Bachelors Degree (Required)

Pay Range

The typical pay range for this role is:

$131,500.00 - $303,195.00


This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company's equity award program.

Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.

Great benefits for great people

We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families.

This fulltime position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial wellbeing of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility.


Additional details about available benefits are provided during the application process and on Benefits Moments.

We anticipate the application window for this opening will close on: 09/18/2026

Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.

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