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The ACAA’s Manager, Talent Acquisition will report to the Director, Workforce Development & Talent Acquisition. The Manager, Talent Acquisition plays a critical role in optimizing the ACAA’s effectiveness, ensuring smooth day-to-day operations, and serving as a trusted human resources business partner. Our ideal candidate has a strong background in full life cycle recruiting, with experience sourcing candidates. We are looking for a personable, positive, and enthusiastic professional who enjoys partnering with managers to grow an organizations biggest asset, its people. This is a hands-on role that requires actively managing requisitions while designing the foundation of the talent acquisition function (e.g., SOP’s, systems, metrics, etc.).  Beyond leading searches, the Manager, Talent Acquisition will champion initiatives that enhance ACAA’s employer brand, optimize recruiting processes, and deliver an exceptional candidate experience. This role will also serve as a crucial partner to the rest of the Human Resources team, offering support and collaboration across various HR functions as needed.

Here is how the Manager, Talent Acquisition will help: 

• Manage the full-cycle recruitment and selection process for all Authority positions including, but not limited to:
  • Talent Acquisition
    • Requisition Management: Personally manage and drive the end-to-end recruitment process for all open positions across the organization, from entry-level to senior leadership roles.
    • Sourcing & Candidate Engagement: Develop and execute creative, multi-channel sourcing strategies (e.g., LinkedIn Recruiter, job boards, networking, niche communities) to build robust pipelines of qualified candidates.
    • Candidate Experience: Ensure an exceptional candidate experience by maintaining consistent, timely communication and acting as the brand ambassador for the Authority.
    • Interview Process Management: Facilitate and manage the scheduling, feedback collection, and continuous calibration of interview teams.
    • Talent Pipeline: Represent ACAA as an ambassador at career fairs, industry events, conferences, and networking forums as needed to identify and secure a robust talent pipeline.
    • Network and maintain relationships with key talent communities for active and passive opportunities.
  • Partnership Management:
    • Partner extensively with hiring managers, HR Business Partners, and functional leaders as a strategic talent advisor providing spanet and talent insights
    • Oversee and manage relationships with external recruiting agencies, including ensuring alignment on candidate quality and process.
    • Oversee the management of external search firm partnerships for hard-to-fill roles, ensuring quality outcomes within budget in a manner consistent with ACAAs employer brand
  • Strategic Operations
    • Process Design: Design, document, and implement standardized, scalable, and equitable recruiting processes, tools, and best practices.
    • Coaching & Training: Develop and deliver training for hiring managers and interview teams on best practices, including structured interviewing techniques, objective candidate assessment, etc.
    • Metrics & Reporting: Establish key recruiting metrics (e.g., Time-to-Fill, Time-to-Hire, Quality of Hire, New Hire Retention, Cost-per-Hire, etc.) and provide regular reports to leadership.
    • Manage jobs in Workday, monitoring candidate progress and creating reports for leadership
  • HR Partnership & Support
    • Onboarding Integration: Work with HR team to ensure a seamless transition from offer acceptance to the first day, contributing to the development of a robust new-hire onboarding experience.
    • HR Project Support: Be a flexible and willing partner to assist the broader HR team with projects and administrative tasks.
    • Oversee ACAA’s internship program.
    • Maintain knowledge of ACAA policies, employment law, and recruiting regulations, especially as they relate to sourcing and the employment brand.
    • Performance Management Input: Provide strategic input to HR on talent gaps and pipeline needs identified during the recruiting process.
    • Perform other related tasks as assigned.

The successful candidate for the role of Manager, Talent Acquisition will demonstrate the following key competencies needed in our culture:

• Effective Communication - Able to clearly articulate goals and objectives to the team; Listens for understanding first with peers, superiors and subordinates; Listens for understanding first with peers, superiors and subordinates
• Strategic Thinking - Able to problem-solve for short-term (quarterly) challenges to accomplish key goals; Able to develop plans to achieve efficient, on-time results
• Team Leadership - Lead and anticipate the pace and process of change effectively; Drive talent development as a team and individually; Takes accountability for team results; Recognizes and rewards excellence on the team
• Customer Centricity - Motivates team to identify new ways to improve customer experience; Identifies systemic improvements that could positively impact customers

Qualifications

Requirements to apply for the role of Manager, Talent Acquisition are:

• Bachelor’s degree from an accredited college university in Human Resources or related field.
• 5+ Years talent acquisition or recruitment experience.
• Proven ability to manage full cycle recruiting across multiple functions.
• Self-motivated and positive, with a strong drive to problem solve and present solutions
• Demonstrated success recruiting across multiple functional areas
• Experience working with senior level staff and communicating goals, plans, etc.
• Exceptional written and verbal communication skills.
• High level of professionalism, integrity, and discretion in handling confidential information.
• Ability to deal professionally with internal and external partners at all levels.
• Self-motivated; able to work with little or no guidance and make sound decisions under pressure.
• Ability to thrive in a fast-paced, ambiguous, and innovative environment.
• Ability to travel occasionally.
• Flexibility to be available after hours/on weekends as needed.
• Possess, or obtain prior to employment, a valid driver’s license. Note: license must be maintained throughout employment.

We also expect that candidates will demonstrate the following knowledge, skills, and abilities in most cases: 

• Extensive knowledge on talent attraction and retention strategies.
• Strong communication and organizational skills, with a keen attention to detail.
• Tech-savvy, with proficiency in Microsoft Office suites, and other modern productivity tools such as Teams, Asana, SharePoint, etc.
• Knowledge of Workday highly desirable.

SUPERVISION EXERCISED/ RECEIVED

Provides general supervision to the Talent Acquisition Specialist/Receives limited guidance from Director, Workforce Development & Talent Acquisition

PHYSICAL DEMANDS

The physical demands that are described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk to hear to see.  The employee is regularly required to stand, sit and walk.  The employee is regularly required to use hands to finger handle and feel; reach with hands and arms, climb or balance; stoop, kneel, crouch, or crawl.  The employee must occasionally lift and /or move up to 25 pounds.  Specific vision abilities required by this job include close vision and distant vision.

CONDITIONS

While performing the duties of this job, the employee is seldom exposed to moving mechanical parts that exceed those of standard office equipment. The noise level in the work environment is generally moderate. Subject to remain on duty beyond normal hours or be recalled to duty up to 24 hours per day, seven days a week during emergency situations or other extensive periods.

DRUG TESTING

Employment is contingent upon the results of a post-offer (initial employment or promotion) drug screening.  Continued employment may be subject to drug and alcohol testing conducted without advance notice and without individualized suspicion.

PRE-EMPLOYMENT BACKGROUND INVESTIGATION

Must pass a thorough investigation, consisting of a criminal history check (including but not limited to the requirements of CFR 1542.209 and 1542.3), verification of prior employment and performance, reference and credentials checks.

Don’t meet every requirement?

Studies have shown that women and people of color are less likely to apply to jobs if they don’t meet every single qualification. As a Smarter Airport, we recognize that talent is not always related job history and skills come from valuable experiences that aren’t always shown on a resume. If you are excited to make a positive change for our region, but your experience doesn’t align perfectly, we encourage you to apply. You may be the right candidate for our organization, whether it be this role or another.

Caring For Our Crew

At ACAA, we’ve got you covered. That applies to how we equip, empower, and enable our people to do their jobs. It also applies to our benefits, which are broader and more valuable than what many other employers offer:

• We offer two plan options for healthcare coverage from high-quality insurance carriers, as well as an ACAA-funded Health Reimbursement Account (HRA) that will help offset the cost of many medical expenses.

• ACAA employees pay almost $1,200 less per year in healthcare payroll contributions than the average employee in other companies, according to spanet surveys.
• When HRA funding is included, the health-plan deductibles paid by ACAA employees are about $1,200 lower on average than the costs paid by employees of other companies.
• ACAA does not require that employees meet a separate deductible for pharmacy expenses before prescription-drug coverage kicks in.

• ACAA’s dental plans (included with healthcare coverage) offer an option covering children’s orthodontia.

• Employees also can take advantage of a Flexible Spending Account (FSA) to help pay for health care and dependent care expenses on a pre-tax basis.

• All eligible full-time ACAA employees participate in the Allegheny County Employees Pension Plan, a defined-benefit plan that vests after 10 years of service.

• Employees also may participate in a Deferred Compensation Plan, which allows them to contribute part of their pay on a pre-tax basis into long-term retirement investments.

• A robust Employee Assistance Program (including access to free counselling sessions, financial guidance, and care coordination), life insurance options, a wellness program, and eligibility for the Public Service Loan Forgiveness program round out ACAA’s exemplary benefits.

About Allegheny County Airport Authority

Allegheny County Airport Authority, which manages Pittsburgh International Airport (PIT) and Allegheny County Airport (AGC), is committed to transforming Pittsburgh’s airports to reflect and serve the community, inspire the industry, and advance the region’s role as a world leader.

Pittsburgh International Airport serves nearly 10 million passengers annually on 17 carriers and was named by Fast Company magazine as One of the Most Innovative Companies in the World as well as a finalist in its World Changing Ideas awards, both in 2020. PIT’s first-of-its-kind microgrid – which completely powers the airport campus through natural gas and solar energy – has won numerous awards for resiliency and sustainability.

PIT is in the midst of an ambitious terminal modernization that will make the passenger experience more efficient and deliver real opportunity for the region. The $1.4 billion new terminal program will construct a smarter, greener airport, inspired by the best of our region. The updated terminal lands in 2025 and will be the first airport terminal in the U.S. to be built from the ground-up post-pandemic, designed and constructed with the highest public health standards in mind.

ACAA is an equal-opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, disability, and veteran status.