Job Title: Talent Acquisition Manager
Location: Wayne, PA
Workplace: 3x onsite/2x remote
About the Role
The Talent Acquisition Manager is a senior HR leader responsible for building and leading a high-performing talent acquisition function that aligns recruitment strategy with business goals. This role oversees the TA team and internal recruiters, drives a proactive internal sourcing model that reduces reliance on external agencies, and develops scalable hiring practices across the organization. The ideal candidate brings deep expertise in recruitment strategy, workforce planning, interview process design, talent analytics, and people leadership, with the ability to create new areas of success across recruiting, interviewer capability building, and employer value proposition initiatives.
Key Responsibilities
- Lead, coach, and develop the talent acquisition team to ensure consistent performance, strong stakeholder partnership, and a high-quality candidate experience.
- Design and execute an enterprise-wide talent acquisition strategy that aligns with workforce planning needs, business priorities, and long-term organizational growth.
- Create and implement sourcing strategies that prioritize internal talent pipelines, employee referrals, and direct sourcing approaches over external agency dependency.
- Establish quarterly recruitment KPIs and dashboards, analyze performance trends, and use data to improve items such as time-to-fill, quality of hire, hiring manager satisfaction, source effectiveness, and cost efficiency.
- Partner with business leaders and hiring managers to forecast talent needs, identify hiring risks, and develop practical action plans for critical and hard-to-fill roles.
- Develop processes such as structured behavioral interview guides, competency-based selection frameworks, and consistent interview processes that improve hiring quality and reduce bias.
- Deliver organization-wide training on interviewing best practices, candidate evaluation, and recruitment process expectations for hiring managers and interview panel members.
- Build and continuously enhance recruitment processes, tools, and governance standards to ensure efficiency, compliance, consistency, and scalability across all sites or business units.
- Lead efforts to define or strengthen the employee value proposition and collaborate with HR and leadership partners to improve employer brand messaging and candidate attraction.
- Evaluate recruitment channels, technology, and vendor usage, and make recommendations that increase return on investment while minimizing unnecessary agency spend.
- Serve as a strategic advisor to leadership on talent market trends, recruiting challenges, organizational capability gaps, and opportunities to strengthen recruiting outcomes.
- Promote a culture of continuous improvement within recruitment by identifying new areas of opportunity, piloting effective practices, and implementing sustainable process enhancements.
Qualifications and Experience
The ideal candidate is a seasoned recruitment leader who can fully strategize the talent acquisition function from end to end—leading people, building systems, improving interview quality, strengthening internal capability, and using metrics to deliver sustained hiring success. This person should be equally effective as a strategic architect, operational leader, trainer, and business partner.
- Bachelor’s degree in Human Resource Management required; advanced HR or business-related credentials are a plus.
- 15+ years of progressive experience in recruitment and talent acquisition, including experience building and executing strategic recruiting programs.
- 10+ years of people management experience, including direct leadership of recruiters, talent acquisition teams, or broader HR teams.
- Demonstrated success leading recruitment strategy, internal sourcing initiatives, process improvement, and stakeholder engagement across multiple functions or locations.
- Strong experience with recruitment KPIs, workforce analytics, and data-driven decision-making.
- Proven ability to develop behavioral interviewing frameworks and train leaders and interview teams on effective selection practices.
- Experience creating or supporting employee value proposition, employer branding, or candidate attraction strategies.
- Deep knowledge of full-cycle recruiting, talent pipelining, interview design, and compliant hiring practices.
- Excellent leadership, communication, facilitation, and change management skills.
Juno is an Equal Opportunity Employer that provides equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, genetic predisposition or carrier status, or any other characteristic protected by federal, state or local law. The Company is committed to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. It’s expected that all employees are aware of this policy and that they create an environment that’s sensitive and respectful to all individuals.