Talent Acquisition Manager

• Tuition assistance (100% for bachelor's, 50% for graduate programs)
• Retirement plan (3.5% annual compensation contribution, plus 3.5% match for 6% individual contribution)
• Employee recognition programs
• Public transportation discount
• Employee assistance program (EAP)

Join Pioneer and be part of a team that values and invests in you.

The Manager of Talent Acquisition provides strategic leadership for enterprise recruiting and workforce acquisition across Pioneer Human Services' statewide operations. This position develops and executes innovative talent acquisition strategies that support a diverse organization operating behavioral health treatment programs, crisis stabilization, reentry services, housing, manufacturing, food services, administrative operations, and community-based programs thr oughout Washington State.

The Manager leads the Talent Acquisition team while partnering closely with executive leadership, operational leaders, Human Resources Business Partners, and hiring managers to anticipate workforce needs, improve hiring outcomes, and build sustainable talent pipelines.

This role is responsible for establishing recruiting standards, optimizing technology and processes, enhancing the employment brand, ensuring compliance, and delivering an exceptional candidate experience that supports Pioneer Human Services' mission.

Success is measured through improved quality of hire, reduced time-to-fill, strengthened hiring manager satisfaction, enhanced candidate experience, workforce stability, and long-term retention.

• Develops and executes the organization’s enterprise Talent Acquisition strategy aligned with organizational priorities and workforce planning.
• Leads recruiting operations across all divisions and geographic markets throughout Washington State.
• Establishes annual recruiting objectives, performance metrics, and workforce acquisition plans.
• Advises leadership regarding labor market trends, workforce availability compensation competitiveness, and recruiting strategies.
• Develops proactive recruiting plans supporting organizational growth, new programs, contract expansions, and workforce stabilization.

• Leads all aspects of full-cycle recruiting across clinical, behavioral health, manufacturing, administrative, food service, housing, maintenance, finance, and leadership positions.
• Establishes standardized recruiting processes, service levels, and hiring manage expectations.
• Oversees requisition prioritization and recruiter workload management.
• Continuously improves recruiting workflows to reduce administrative burden and increase recruiter effectiveness.
• Ensures timely movement of candidates through each stage of the hiring process.

• Partners with HR Business Partners, HR Leadership and operational leaders to forecast workforce needs.
• Identifies workforce risks and develops recruitment strategies to address anticipated shortages.
• Supports internal mobility, succession planning, and employee redeployment initiatives.
• Develops long-range recruiting strategies for high-turnover and difficult-to fill positions.

• Leads, coaches, develops, and evaluates Talent Acquisition staff.
• Establishes recruiter performance expectations and measurable outcomes.
• Conducts regular one-on-one coaching sessions and performance reviews.
• Rosters a collaborative, customer-focused recruiting culture.
• Develops recruiter competencies through training and mentoring.

• Leads the organization’s employment branding strategy.
• Expands community partnerships with colleges, workforce agencies, military organizations, apprenticeship programs, and community organizations.
• Oversees recruiting events, job fairs, digital recruiting campaigns and social media recruiting.
• Develops innovative sourcing strategies for behavioral health and manufacturing talent.

• Establishes enterprise standards for candidate communication and service.
• Ensures an equitable, professional, and mission-driven candidate experience.
• Develops structured interview processes and selection tools.
• Improves offer acceptance rates and onboarding transition.

Technology and Analytics

• Serves as business owner for the Applicant Tracking System.
• Optimizes recruiting technology, automation, dashboards, and reporting.
• Monitors key performance indicators including: time to fill, time to hire, source effectiveness, cost per hire, offer acceptance rate, hiring manager satisfaction, candidate experience, quality of hire, vacancy rate, internal mobility, recruiter productivity, utilizes workforce analytics to make strategic recruiting recommendations

• Ensures recruiting practices comply with federal, state, and local employment laws.
• Maintains compliance with Fair Change hiring requirements, Equal Employment Opportunity, Affirmative Action, OFCCP requirements (where applicable,) and organizational policies.
• Partners with HR leadership on background screening, selection practices, and hiring compliance.
• Ensure recruiting documentation supports audit readiness.

• Serves as a trusted advisor to executives and operational leaders.
• Coach hiring managers on interviewing, selection, workforce planning, and market competitiveness.
• Collaborate with Compensation on market pricing and offer recommendations.
• Partner with HR Operations, Benefits, Learning and Development, and HRIS to continuously improve the hiring lifecycle.

• Bachelor’s Degree or four (4) years of related experience in lieu of degree and
• At least seven (7) years' recruiting and applicant tracking experience
• Three (3) years leading recruiters or talent acquisition teams
• Experience supporting multiple business lines and geographically dispersed operations
• Experience recruiting exempt, non-exempt, clinical, leadership, and operational positions.
• Experience utilizing Applicant Tracking Systems and recruiting analytics
• Valid Washington driver’s license and ability to travel throughout Washington State.
• Proficient with Microsoft Word and Excel.
• Exceptional customer service skills.
• Effective written and verbal communication skills.
• Ability to remain professional and diplomatic, even in busy or stressful situations.
• Experience with maintaining confidential applicant data.

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience implementing recruiting technology and process improvements.
• Experience with sourcing and contacting passive candidates
• Experience recruiting for a federal contractor; knowledge of OFCCP recruiting regulations and Affirmative Action.
• Strong appreciation for diversity, equity, inclusion and belonging (DEIB)

Pioneer human services is an equal opportunity employer of minorities/women/individuals with disabilities/protected veterans and does not unlawfully discriminate under federal, state, or local laws.

All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, or protected veteran status.

EEOC is the Law/EEO Policy Statement

Pioneer Human Services is a Drug-Free Company

Pioneer Human Services is a drug free company.

This position has been deemed safety sensitive under RCW 49.44.240(3) and is subject to both pre-employment drug testing and drug testing during employment, to include testing for marijuana.