Talent Acquisition Supervisor

Job Summary

We are seeking a talent acquisition leader to supervise members of our recruitment team. This role involves overseeing full lifecycle of recruiting, including handling a diverse requisition workload to meet business objectives, particularly for high-impact or niche roles. The ideal candidate will develop recruitment strategies, monitor key metrics, and collaborate with stakeholders to support workforce planning. Additionally, they will optimize processes, uphold compliance standards, champion candidate experience, and lead DEI initiatives and special projects. Cross-functional collaboration and training development are also key aspects of this role.

This is a Hybrid role, so candidates must be within commuting distance of our Regional office in the Irving area of the Dallas/Fort Worth Texas Metroplex.

Education/Certificates

• High School Diploma or equivalent required.
• College degree preferred.
• Certifications in HR or recruiting a plus.

Experience

• 8+ years of recruiting experience, with 2+ years in a supervisory role overseeing recruitment teams is required.
• Strong background in developing and executing recruitment strategies aligned with organizational goals.
• Proven experience in leading, mentoring, and developing recruiting teams, including performance management.
• Proficiency in using ATS and HR tools to manage recruitment workflows; Workday preferred.
• Experience with multi-state recruiting and ensuring compliance with regional employment laws and regulations.
• Experience in managing high-volume recruitment processes, including escalations and stakeholder engagement.
• Experience within the Multifamily industry or other high-volume environments is a plus.
• Demonstrated success in improving team performance and recruitment outcomes through strategic leadership.

Skills, Knowledge & Abilities

• Leadership and Team Management: Strong ability to lead, mentor, and develop recruitment teams, ensuring alignment with organizational goals and fostering a culture of collaboration and accountability.
• Strategic Recruitment Expertise: Advanced knowledge of recruitment metrics, workforce planning, and industry best practices to drive team success and improve hiring outcomes.
• Data Analysis and Decision-Making: Skilled in analyzing recruitment data to identify opportunities for improvement, inform strategy, and monitor team performance.
• Problem-Solving and Critical Thinking: Exceptional decision-making abilities to address complex challenges and escalations within the recruitment process.
• Change Management and Adaptability: Capable of leading the team through process changes, technology implementations, and evolving business needs.
• Advanced Communication Skills: Ability to effectively communicate with senior leaders, team members, and external stakeholders to align recruitment efforts with broader business objectives.
• Technical and Compliance Proficiency: Expertise in ATS systems, recruitment tools, and compliance standards, ensuring all activities meet organizational and legal requirement

Essential Duties

• Team Leadership and Mentorship: Lead, mentor, and develop a team of recruiters across all levels, ensuring alignment with organizational goals and adherence to recruitment best practices. Provide coaching to enhance team performance and professional growth.
• Full-Lifecycle Recruiting: Manage all stages of the recruitment process for assigned requisitions, ensuring timely and effective hiring to meet business objectives, particularly for high-impact or niche roles.
• Recruitment Strategy Development: Develop and oversee recruitment strategies tailored to diverse business needs, ensuring consistency across the team while adapting to regional and departmental requirements.
• Recruitment Metrics and Reporting: Monitor, analyze, and report on key recruitment metrics (e.g., time-to-fill, quality of hire, diversity hiring) to evaluate team performance and drive continuous improvement. Provide actionable insights to senior leadership.
• Stakeholder Collaboration: Partner with hiring managers, department leaders, and HR teams to align recruitment efforts with workforce planning and business priorities. Act as a primary point of contact for escalations and complex hiring needs.
• Workforce Planning Support: Collaborate with HR and leadership to identify future talent needs, contributing to workforce planning and ensuring the recruitment team is prepared to meet upcoming demands.
• Process Optimization: Continuously evaluate and enhance recruitment workflows, tools, and technologies to improve efficiency, candidate experience, and hiring outcomes. Advocate for new solutions to address emerging challenges.
• Compliance and Policy Management: Ensure all recruitment activities comply with local, state, and federal regulations, as well as company policies. Provide training and guidance to the recruitment team to uphold compliance standards.
• Candidate Experience Oversight: Drive a culture of exceptional candidate care across the recruitment team by setting standards for timely communication, respectful interactions, and personalized support throughout the hiring process.
• Escalation Management: Address and resolve complex recruitment challenges, including candidate negotiations, hiring manager conflicts, and process bottlenecks, ensuring a smooth hiring experience for all parties involved.
• Training and Development: Facilitate training programs for the recruitment team, focusing on advanced sourcing techniques, recruitment technologies, and diversity hiring initiatives to enhance overall team capabilities.
• Diversity, Equity, and Inclusion Initiatives: Lead efforts to integrate DEI principles into recruitment strategies, ensuring the team delivers diverse candidate pipelines that align with organizational goals.
• Recruitment Project Leadership: Oversee special projects related to recruitment, such as employer branding campaigns, recruitment marketing initiatives, or system implementations, ensuring successful execution.
• Cross-Functional Collaboration: Act as a key partner to other HR functions, including Learning & Development, Compensation, and Employee Relations, to support integrated talent management strategies.
• Additional Responsibilities: Perform other duties as assigned, contributing to broader organizational initiatives and strategic priorities.

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Estimated Rate of Pay:

$95,000.00 - $115,000.00

This position is exempt; the range above reflects annual salary.

The pay range displayed for this position is determined by skills and experience required, location and job complexity*. Potential job offers may vary based on the skills, education, and experience an individual candidate holds. This range reflects base rate only, and does not include allowances, perks, commissions or bonuses applicable to this position (if any). In addition to base salary, Fairfield offers all full time associates the following, upon meeting eligibility requirements:

• Paid time off, paid holidays and sick days, paid time off for volunteering activities (optional)
• Matched 401(k)
• Medical, dental & vision insurance
• Flexible spending account
• Life insurance

* Pay range is a calculation based on a midpoint price. Fairfield complies with all wage and hour laws, including minimum wage and salary exempt requirements.