Under the general direction of the Director of Human Resources, the Senior Manager of Talent Acquisition plays a pivotal role in shaping and enhancing the organization's talent acquisition strategies. This senior leadership position encompasses the organization’s recruitment strategy and execution, ensuring the attraction and selection of top talent across all levels. This role oversees the full lifecycle recruiting process — from workforce planning and employer branding to sourcing, interviewing, and onboarding — while also serving as the business owner for the recruiting technology platform. The position requires strong operational leadership, technology implementation expertise, and the ability to partner strategically with business leaders to anticipate talent needs and deliver exceptional candidate experiences.

SUPERVISES OTHERS: NO

COMPENSATION: $120, 000 and up based on experience

FLSA STATUS: EXEMPT

ESSENTIAL FUNCTIONS

Talent Acquisition Strategy & Leadership

• Develop and execute a comprehensive talent acquisition strategy aligned with company growth goals, objectives, and workforce planning needs.
• Lead the delivery of consistent, high-quality hiring experiences.
• Partner with senior leadership to forecast hiring needs and establish scalable recruiting processes.

Employer Brand & Candidate Experience

• Strengthen the employer value proposition through digital channels, social media, and candidate engagement initiatives.
• Ensure all candidates experience a high-touch, consistent, and inclusive recruitment journey.
• Build domain expertise of industry trends and talent market dynamics across the Tampa Bay region.

Full Lifecycle Recruiting

• Manage the entire recruitment process for exempt and non-exempt roles, including requisition intake, internal and external job board management, sourcing, screening, selection, offer negotiation, and onboarding coordination.
• Build and maintain diverse candidate pipelines through proactive sourcing, referrals, and partnerships with external organizations.

• Monitor and ensure compliance with all relevant employment laws and internal policies.

Technology & Process Enablement

• Serve as the primary business lead for configuration and optimization of new workforce planning, recruiting and onboarding modules.
• Collaborate with HRIS, ITS, and external implementation partners to design workflows, user permissions, and reporting structures.
• Train and support HR and hiring managers on ATS system usage to drive adoption and data accuracy.
• Leverage system analytics to track KPIs, identify bottlenecks, and recommend continuous improvement initiatives.

Metrics, Reporting & Continuous Improvement

• Define and monitor recruiting performance indicators (e.g., time-to-fill, cost-per-hire, source effectiveness, candidate satisfaction).
• Deliver regular talent market insights and dashboards to executive leadership.
• Evaluate recruitment tools, vendors, and practices to ensure continuous optimization and innovation.

This list is not intended to be all-inclusive, and you may not be responsible for every item listed. The employer reserves the right to assign additional functions and responsibilities as necessary.

COMPETENCIES

• Empowerment: Shares and instills in others a sense of responsibility to enhance their commitment and ownership; Encourages ownership and responsibility through team building and development, which results in individuals solving problems on their own through creativity and innovation.
• Decisiveness: Thinking outside the box; taking appropriate risks when getting things done with resources available, resulting in actionable output.
• Driving Innovation: Develops fresh ideas and new approaches that provide solutions to all types of workplace challenges. Develops new ways to solve problems and achieve results. Reward unique ideas and solutions that result in success.
• Sound Judgement: The ability to make sound and timely decisions by analyzing and understanding situations and information clearly by carefully examining the details. Exhibits a sense of urgency where appropriate.

REQUIRED FOR ALL HCAA JOBS

• In the event of an emergency or disaster that impacts the Hillsborough County Aviation Authority (HCAA), an employee may be required to respond promptly to duties and responsibilities as assigned by the employee’s department or the HCAA Emergency Operations Center (EOC). Such assignments may be before, during, or after the emergency/disaster.
• Complies with all HCAA Policies, Standard Procedures, Rules and Regulations, and Operating Directives.

QUALIFICATIONS (EDUCATION, EXPERIENCE, LICENSES & CERTIFICATIONS)

• Bachelor's Degree in Human Resource Management, Business Administration, Public Administration, Social Sciences, Behavioral Sciences, or related field.
• Six (6) or more years of experience in sourcing and talent acquisition functions
• Or equivalent combination of education, training, and experience.
• Demonstrated success managing full lifecycle recruiting across multiple locations or business units.
• Strong understanding of employment law, DE& I practices, and workforce analytics.
• Experience implementing or managing UKG Recruiting or similar ATS (Workday, iCIMS, Greenhouse, etc.).
• Must possess a valid Florida Drivers License.

PREFERRED QUALIFICATIONS (EDUCATION, EXPERIENCE, LICENSES & CERTIFICATIONS)

· HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).

KNOWLEDGE, SKILLS, AND ABILITIES

· Knowledge of federal, state, and local employment laws, regulations, and compliance requirements.

· Knowledge of HR policies, procedures, and best practices, particularly in and talent acquisition.

· Skills in establishing and maintaining effective working relationships with internal and external stakeholders.

· Ability to compile and analyze data for reporting and decision-making purposes.

· Ability to adapt to changing HR landscapes, legal requirements, and organizational needs.

· Ability to communicate effectively orally and in writing.

· Ability to establish and maintain effective working relationships with others within and outside the Authority.

· Ability to handle restricted, sensitive, and confidential information.

· Ability to provide outstanding customer service, serve the public, and represent the Authority with courtesy and professionalism.

PHYSICAL ABILITIES

· Frequent standing & walking

· Sitting up to 6 hours per day

· Occasional lifting up to 20 Ibs

· Occasional bending, stooping, pushing, pulling & dragging

· Continuous typing

· Occasional driving

The Hillsborough County Aviation Authority-Tampa International Airport provides equal employment opportunity to all persons, regardless of age, race, religion, color, national origin, sex, political affiliations, marital status, non-disqualifying physical or mental disability, sexual orientation, membership, or non-membership in an employee organization, or based on personal favoritism or other non-merit factors.

The Hillsborough County Aviation Authority-Tampa International Airport welcomes and encourages applications from minorities, veterans, and persons with physical and mental disabilities, and will reasonably accommodate the needs of those persons in the application, testing and hiring process. The decision to grant reasonable accommodation requests will be made case-by-case.