Manager, Talent Acquisition

Type of Appointment: Full Time At-Will

Job Classification:Administrator II

Anticipated Hiring Range: $5053 - $8333 per month

Work Schedule:Monday - Friday 8:00am - 5:00pm


THE DEPARTMENT:

The Talent Acquisition Department is dedicated to recruiting sourcing and onboarding a highly qualified and diverse workforce aligned with the institutions mission values and strategic priorities. The department partners with campus stakeholders to develop and implement effective talent strategies that promote inclusive excellence workforce planning and organizational growth.

DUTIES AND RESPONSIBILITIES:

Talent Strategy and Execution

• Develops and implements recruitment strategies to attract and retain top talent for staff and administrative positions across the university.
• Leads and implements full-cycle recruitment strategies to meet campus workforce needs from administrative support to executive-level roles.
• Utilizes labor market analytics platforms such as TalentNeuron to inform sourcing plans salary benchmarking and competitive positioning.
• Drives continuous improvement of the recruitment process using data technology and stakeholder feedback.
• Partners with campus stakeholders to understand workforce needs and tailor sourcing plans accordingly.
• Drives initiatives that improve the effectiveness and efficiency of the hiring process.

Team Leadership and Development

• Supervises the Lead Talent Advisor Senior Talent Advisor and Talent Advisors.
• Coaches and mentors team members to build recruiting capabilities promote continuous improvement and deliver exceptional service.
• Ensures team adherence to best practices HR policies and employment law.

Stakeholder Engagement

• Builds strong relationships with campus partners including managers support staff and executive leadership.
• Serves as a trusted advisor to hiring managers providing guidance on recruitment strategy search processes and job design.
• Advises hiring managers on job design recruitment strategy candidate selection and onboarding.

Compliance and Policy

• Ensures recruitment practices are equitable and comply with federal state and CSU policies.
• Ensures all recruitment efforts are conducted in alignment with CSU policies collective bargaining agreements and federal/state regulations.
• Supports and manages audits reporting and investigations as needed.

Process Improvement and Technology

• Evaluates and improves recruitment workflows leveraging tools such as the applicant tracking system (ATS).
• Collaborates with HRIS and IT teams on system enhancements and reporting.

Metrics and Reporting

• Tracks and analyzes key performance indicators (e.g. time-to-fill diversity metrics source effectiveness).
• Prepares regular reports for HR leadership and campus partners to inform decision-making.

Recruitment Technology and Systems

• Oversees daily operations in PageUp (ATS) ensuring workflows postings and approvals are timely and compliant.
• Partners with HRIS to optimize recruitment-related processes in Oracle and leverage system integrations.
• Uses Smartsheet and related tools to track and report recruitment metrics time-to-hire pipeline status and diversity indicators.

Candidate Sourcing and Employer Branding

• Builds proactive sourcing strategies using platforms such as LinkedIn Recruiter professional associations and job boards.
• Regularly posts university updates job opportunities and thought leadership content on LinkedIn to engage talent and promote Cal Poly Pomona as an employer of choice.
• Develops targeted outreach plans to improve applicant diversity and pipeline strength.

QUALIFICATIONS:

• Bachelors Degree - Bachelors degree in Human Resources Public Administration Business or a related field.
• Minimum 5 years of progressive experience in talent acquisition or HR with at least 2 years of supervisory experience.
• Driver License Valid and in State Valid CA Drivers license with insurance.
• Proficiency with applicant tracking systems (e.g. PageUp) sourcing tools (e.g. LinkedIn Recruiter) and productivity platforms (e.g. Smartsheet Microsoft 365).
• Experience interpreting and leveraging data for process improvements and strategy.
• Strong knowledge of recruitment law best practices and DEI-focused hiring strategies.
• Knowledge of: Best practices in full-cycle recruitment strategic sourcing and talent pipeline development. Federal and state employment laws regulations and compliance requirements (e.g. EEO OFCCP ADA Title IX). California State University (CSU) policies collective bargaining agreements and classification/compensation structures (preferred). Principles of diversity equity inclusion and belonging in recruitment and selection processes. Public sector and higher education HR operations including shared governance and civil service hiring constraints. Market data and analytics tools (e.g. TalentNeuron) for benchmarking and competitive analysis. Functionality and configuration of applicant tracking systems (e.g. PageUp) HCM systems (e.g. Oracle) and reporting dashboards.
• Skills in: Supervising coaching and developing a team of recruiters and support staff. Designing and executing inclusive recruitment strategies tailored to diverse functional areas. Using digital tools and platforms to enhance sourcing outreach and candidate engagement (e.g. LinkedIn Recruiter Smartsheet). Building and maintaining collaborative relationships with internal stakeholders and external networks. Analyzing recruitment data and translating metrics into actionable insights for operational improvement. Writing and editing clear engaging job descriptions and candidate communications. Managing multiple recruitments and deadlines in a fast-paced high-volume environment.
• Abilities to: Exercise sound judgment discretion and confidentiality in sensitive HR matters. Lead change management efforts related to recruitment policy systems or workflows. Communicate effectively with individuals at all levels of the organization including executives faculty and staff. Interpret collective bargaining agreements and provide guidance on hiring within unionized environments. Represent the university professionally in public forums recruitment fairs and virtual spaces. Promote Cal Poly Pomonas employer brand and value proposition in alignment with institutional goals. Foster a service-oriented culture that reflects the universitys mission and values.

PREFERRED QUALIFICATIONS:

• Experience working in higher education public sector or a large decentralized organization.
• Familiarity with CSU recruitment policies collective bargaining agreements and classification structures.
• Experience using applicant tracking systems (e.g. PageUp) labor market data tools (e.g. TalentNeuron) and enterprise HR systems (e.g. Oracle).
• Possession of a recognized HR certification such as SHRM-CP SHRM-SCP PHR or SPHR.
• Completion of AIRS recruiting certifications (e.g. Certified Internet Recruiter CIR Certified Diversity and Inclusion Recruiter CDR or Certified Social Sourcing Recruiter CSSR) or equivalent training in strategic sourcing and talent engagement.
• Demonstrated experience leveraging LinkedIn Recruiter and other advanced sourcing tools.
  
  

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSUs mission is to prepare educated responsible individuals to contribute to Californias schools economy culture and future. As an agency of the State of California the CSUs business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information go to theCalifornia State University Out-of-State Employment Policy.

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature gravity and recency of the conviction the candidates conduct performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information go to theCalifornia State University Background Check Policy.

CSU Classification Salary Range

The CSU Classification Standards for this position are located on theCSU Classification Standards website. The CSU Salary Schedule is located on theCSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $5053 and maximum $16221 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information go theI-9 Acceptable Documents website.

University Driving Requirement

Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Drivers license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points if their license is Class C or 4. Not have more than 5 DMV Points if their license is Class A B or C with endorsements. For more information go to theAuthorized University Driver Policy.

Outside Employment Disclosure

Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July within 30 days of accepting outside employment and upon their managers request. For more information go to theOutside Employment Disclosure policy.

Child Abuse/Neglect Reporting Act (CANRA)

The person holding this position is considered a mandated reporter under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at theCalifornia Child Abuse and Neglect Reporting Act policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act California Education Code section 67380 and the Higher Education Opportunity Act (HEOA) Cal Poly Pomonas Annual Security Report and Annual Fire Safety Report are available for viewing at theCal Poly Pomonas Annual Security ReportandCal Poly Pomonas Annual Fire Safety Report.

Pay Transparency Nondiscrimination

As a federal contractor Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about discussed or disclosed their own pay or the pay of another employee or applicant. For more information see thePay Transparency Nondiscrimination Provision poster.

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at. For more information go toEmployment Notices.

Equal Employment Opportunity

Consistent with California law and federal civil rights laws Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race sex color ethnicity or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964 Title IX of the Education Amendments of 1972 the Americans with Disabilities Act (ADA) Section 504 of the Rehabilitation Act the California Equity in Higher Education Act Californias Proposition 209 (Art. I Section 31 of the California Constitution) other applicable state and federal anti-discrimination laws and CSUs Nondiscrimination Policy. We prohibit discriminatory preferential treatment segregation based on race or any other protected status and all forms of discrimination harassment and retaliation in all university programs policies and practices.

Other Notices

For other important employment notices we invite you to visitCal Poly Pomonas Employment Noticesweb page.