HR and Talent Manager

Oversees TARTA’s recruiting function, identifies staffing needs and helps improve employee retention rates through robust engagement strategies. Serves as a key contributor for the strategic and performance management goals. Creates and implements effective talent acquisition strategies to source viable candidates and assess their suitability for open positions. Must possess considerable skill in interviewing techniques, a good knowledge of all administrative and specialized functions in the company, a basic understanding of the company's organizational structure as well as an extensive knowledge of personnel policy and procedure and federal and state laws regarding employment practices. One Team! One TARTA! The role of the HR and Talent Manager will focus on supporting the HR and talent management within a new TARTA. In 2026, TARTA adopted a new Strategic Plan 2026 - 2031, as well as new Mission and Vision statements to better capture the transformational journey underway. The Strategic Plan focuses on the customer experience, financial stewardship, operational excellence, and growth. This transformation is powered by a dedicated team of professionals in each department from the leadership team to every front-line (and behind the scenes) team member.  DUTIES AND RESPONSIBILITIES:  Co-own the organization's retention strategy development, execution, project management, and reporting, including working with internal and external partners to survey employee engagement. Partner with senior leadership to forecast talent needs and develop workforce planning strategies ensuring compliance with all federal/state laws and regulations. Serve a co-chair of the ERRO employee-led group. Develop and maintain excellent relationships with internal and external clients to achieve staffing goals and ensure high visibility with potential candidates through advertising programs in collaboration with the Communications Team and Workforce Development. Manage the recruiting team, HR Administrative staff, and Interns, identifying staff development and training needs, providing or coordinating training and performance management as appropriate. Lead the recruitment and hiring process for the critical high-volume role, Fixed Line Operator, including making final hiring decisions. Enhance employer branding efforts to attract top talent and promote the organization's reputation as an employer of choice. Manage and review the pre-employment process, including assessing physical, drug-screen, and background check results. Develop and maintain the organization's standard operating procedures for employment eligibility standards. Develop, maintain, and execute a compensation model for non-bargaining unit employees, including setting compensation for new hires, evaluating new jobs for placement within the model, and researching labor market competitors to ensure competitiveness. Provide consultative guidance regarding HR processes and strategy, and participate in the development of department goals, objectives, priorities, budgets, and procedures. Collaborate with the CHRO to develop and execute strategic HR plans and initiatives. Develop and implement talent acquisition strategies to ensure alignment with organizational goals and objectives. Utilize data analytics to assess and improve the effectiveness of recruitment and retention strategies, ensuring a data-driven approach to talent acquisition. Monitor and analyze retention metrics and KPIs to provide actionable insights and recommendations to senior leadership. Lead initiatives to improve candidate experience and streamline the recruitment process. Oversee and execute the overall hiring schedule with an emphasis on succession planning and internal mobility programs, including career progression and staff development. Oversee the development and implementation of talent pipelines for critical roles, ensuring a continuous supply of qualified candidates. Oversee candidate activity in the Applicant Tracking System (ATS) and manage the application/resume file and retention according to company policy. Maintain membership and affiliations with trade/professional organizations related to the industry. Ability to serve as back up for benefits and employee relations. Perform other related duties as required; all job descriptions are subject to change. Essential Knowledge, Skills and Abilities Deep understanding of strategic HR practices. Demonstrable experience working with a union workforce. Extensive knowledge of federal and state employment laws and regulations. Strong relationship-building skills. Proficiency in managing candidate activity in Applicant Tracking Systems (ATS) and overseeing pre-employment processes (physicals, drug-screens, background check adjudication). Experience in developing and executing compensation models. Skilled in developing and executing retention and recruiting strategies. Ability to provide strategic HR consultation and develop departmental goals and procedures. Proven leadership in managing and developing multiple direct reports. Proficiency in data analytics. Expertise in workforce planning, talent pipeline development, and forecasting. Excellent verbal and written communication skills. Minimum Qualifications A combination of education and/or experience that provides the required knowledge, skills, and abilities to perform the essential functions of the position.  ADP/Workforce software, preferred   Education and Experience Bachelor’s Degree in Business, Human Resources or related, preferred. Five (5) or more years prior Management experience in Recruiting  Special Conditions The physical demands described are representative of those that must be satisfied by the employee to successfully perform the essential functions of this job. TARTA provides reasonable accommodation to enable individuals with disabilities to perform the essential functions.  Working Conditions The work environment characteristics described herein are representative of those an employee encounters while performing the essential functions of this job including close exposure to computer monitors and video screens. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The work environment is typical of a busy office setting. The noise level in the work environment is usually quiet. The employee is required to communicate through speech in the English language.  Physical Effort RequiredThe Talent Acquisition Manager position requires continuous sitting (5.5–8 hours daily) while standing and walking are performed occasionally (0.25–2.5 hours daily). The role involves occasional bending and stooping (0.25–2.5 hours daily) and lifting/carrying up to 20 lbs. Reaching above shoulder level, pushing, and pulling are not required. Fine manipulation is performed frequently (2.5–5.5 hours daily). Driving is never required. This is considered a moderate stress level position.