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Talent Acquisition Program Manager Jobs in Oregon

Ascension

Talent Acquisition Director

$103K - $142K/yr

Demonstrated ability to translate workforce analytics into effective change management, process ... E-Verify statement Employer participates in the Electronic Employment Verification Program. Please ...

TEC Equipment, Inc.

Talent Acquisition Coordinator

Portland, OR · On-site

$21.25 - $28.50/hr

Manage the requisition and offer approval processes, per defined requirements/hierarchies, and ... Employee Assistance Program (EAP) * Education assistance * Seven paid holidays, vacation accrual of ...

TEC Equipment, Inc.

Talent Acquisition Coordinator

Portland, OR · On-site

$21.25 - $28.50/hr

Manage the requisition and offer approval processes, per defined requirements/hierarchies, and ... Employee Assistance Program (EAP) * Education assistance * Seven paid holidays, vacation accrual of ...

GFT.

$90K - $105K/yr

Partner with hiring managers to understand business needs, project priorities, and team culture ... Comprehensive benefits package including wellness programs, parental leave, and pet insurance, in ...

Kalepa

Director of Talent Acquisition

OR · On-site +1

$170K - $260K/yr

The Director of Talent Acquisition role is a foundational leadership position, responsible for ... Serve as a trusted advisor to executives and hiring managers, proactively surfacing opportunities ...

OfficeSpace Software

OR · On-site

Partner with hiring managers to define hiring strategies, workforce plans, and ideal candidate ... Design and continuously improve scalable recruiting programs, structured interview processes ...

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Talent Acquisition Program Manager information

See Oregon salary details

$46K

$91.8K

$158.6K

How much do talent acquisition program manager jobs pay per year?

As of Jul 15, 2026, the average yearly pay for talent acquisition program manager in Oregon is $91,774.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,200.00 and $118,400.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Program Manager vs Talent Acquisition Specialist?

AspectTalent Acquisition Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program management, HR certificationsBachelor's degree, recruiting or HR certifications often preferred
Work EnvironmentOversees multiple recruitment projects, collaborates with HR and hiring managersFocuses on sourcing, screening, and interviewing candidates
Employer & Industry UsageUsed in large organizations with structured recruitment programsCommon across various industries for direct candidate sourcing
Search & Comparison IntentUnderstanding strategic roles in recruitment managementLooking for hands-on recruiting roles

The Talent Acquisition Program Manager focuses on managing and coordinating large-scale recruitment programs and strategies, while the Talent Acquisition Specialist handles direct candidate sourcing and screening. Both roles are essential in the hiring process but differ in scope and responsibilities.

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

To thrive as a Talent Acquisition Program Manager, you need expertise in recruitment strategies, workforce planning, and program management, typically supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and relevant certifications such as SHRM-CP or PHR is highly valuable. Strong interpersonal skills, stakeholder management, and analytical thinking set top performers apart in this role. These competencies are crucial for designing effective talent acquisition programs that attract, engage, and retain top talent while aligning with organizational goals.

How does a Talent Acquisition Program Manager typically collaborate with hiring managers and other departments?

A Talent Acquisition Program Manager works closely with hiring managers to understand their staffing needs, develop effective recruitment strategies, and align hiring plans with organizational goals. They often facilitate cross-departmental meetings to coordinate recruitment timelines, share market insights, and ensure a seamless candidate experience. Additionally, they may partner with HR, marketing, and diversity teams to implement employer branding initiatives and optimize sourcing channels. Strong communication and relationship-building skills are essential for driving successful collaboration across the business.

What does a Talent Acquisition Program Manager do?

A Talent Acquisition Program Manager oversees the strategies and processes involved in attracting, recruiting, and hiring top talent for an organization. They design and implement recruitment programs, manage hiring initiatives, and collaborate with HR teams to improve candidate experience. Their role often includes analyzing hiring metrics, developing employer branding, and ensuring compliance with hiring policies. Ultimately, they aim to build efficient systems that help the organization meet its staffing needs.
What are popular job titles related to Talent Acquisition Program Manager jobs in Oregon? For Talent Acquisition Program Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Talent Acquisition Program Manager jobs in Oregon look for? The top searched job categories for Talent Acquisition Program Manager jobs in Oregon are:
Talent Acquisition Program Manager jobs near you
Infographic showing various Talent Acquisition Program Manager job openings in Oregon as of July 2026, with employment types broken down into 87% Full Time, 9% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $91,774 per year, or $44.1 per hour.
Talent Acquisition Manager

Talent Acquisition Manager

Pacific Seafood

Clackamas, OR • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 26 days ago

Pacific Seafood rating

7.2

Company rating: 7.2 out of 10

Based on 18 frontline employees who took The Breakroom Quiz

183rd of 396 rated food and drinks producers

Job description

Talent Acquisition Manager
Department: Distribution Admin
Employment Type: Full Time
Location: Clackamas
Description
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members' personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence-which means consistently doing your best and always striving to do better.
Summary:
The Talent Acquisition Manager leads the development and execution of recruiting strategies to attract, engage, and retain top talent across a multi-state, multi-location organization. This role partners closely with HR, leadership, and hiring managers to build proactive talent pipelines, strengthen employer branding, and deliver an efficient, compliant, and high-quality hiring experience. You are an adept manager who will collaborate to build Pacific Seafood's social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood's employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline.
Key Responsibilities
1. Recruitment Strategy & Workforce Planning
  • Lead the full-cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy, and offer process
  • Collaborate with HR managers and hiring managers to identify workforce patterns, trends, and department/division needs across a multi-state, multi-location environment; translate insights into sourcing plans, interview strategies, and pipeline goals
  • Develop and standardize recruiting workflows; train and coach hiring managers and HR teams on interviewing, selection, and compliance; drive adoption of best practices across locations
  • Utilize the ATS to manage requisitions, produce recruitment reports, and analyze funnel metrics, pipeline health, and compensation trends; recommend improvements that reduce time-to-fill and elevate quality of hire
  • Build, maintain, and continuously develop talent pipelines to support both immediate hiring needs and long-term workforce planning initiatives
  • Utilize labor market data, competitive intelligence, and industry trends to inform sourcing strategies and improve recruiting effectiveness

2. Brand Awareness and Outreach Management
  • Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies
  • Build applicant sources through active and passive recruiting; creatively engage agencies, recruiters, direct messaging, media, and niche internet sites to attract qualified professionals and maintain strong relationships
  • Maintain an innovative approach to social media recruiting by staying current on emerging trends, tools, and technologies

3. Relationship Building and Candidate Experience Management
  • Support hiring managers and HR teams with training on effective interviewing and hiring skills, ensuring consistency in best practices and compliance across the organization
  • Understand candidate needs and successfully close candidates; partner with HR Representatives and hiring managers to ensure professionalism when generating and negotiating complex offers
  • Ensure every candidate has exceptional and inclusive experience; engage and cultivate relationships with active and passive candidates to fill current requisitions and build future pipelines
  • Maintain and promote EEOC compliance throughout recruitment and hiring processes

Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.
What you bring to Pacific Seafood
Required
  • BA/BS degree from an accredited college or university in Business Administration, Human Resources, Marketing, or related field.
  • Minimum 5 years of recruiting experience, managing recruitment efforts in a multi-state, multi-location environment.
  • Experience leading successful social media recruiting campaigns.
  • Ability to travel 15-25% of the time, as required.

Preferred
  • Previous recruiting experience in a manufacturing, food production, or distribution environment.
  • Previous experience using online Applicant Tracking Systems (ATS).
  • Experience with seasonal hiring.

Benefits
Total compensation:
At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:
  • Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.
  • Flexible spending accounts for health flex and dependent care expenses
  • 401(k) Retirement Plan options with generous annual company profit sharing match
  • Paid time off for all regular FT team members, to include sick days, holiday pay, vacation, and personal time
  • Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members
  • Product purchase program

Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

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