Talent Acquisition Manager

Talent Acquisition ManagerBuild the Team Behind Spring Footwear's Next Chapter of GrowthSince 1991, Spring Footwear Corporation has built a diverse portfolio of footwear brands and long-standing relationships with retailers throughout the United States.Our business is primarily B2B wholesale, supported by relationships with specialty retailers, department stores, and other national and regional accounts. At the same time, our Direct-to-Consumer business is growing rapidly through ecommerce, marketplaces, and our expanding retail store network.Today, Spring Footwear operates a multi-channel business that includes:A substantial B2B wholesale organizationGrowing ecommerce and digital businessesMarketplace operationsApproximately 15 retail stores across multiple statesCorporate headquarters in Pompano Beach, FloridaDistribution and fulfillment operations in Pompano BeachAs the company continues to grow and evolve, we are seeking an experienced, highly motivated Talent Acquisition Manager to help us attract, hire, and retain exceptional people across every part of the organization.With more than 20 active open positions, this is a highly visible and hands-on role working directly with the CEO and COO.We are looking for someone who can build a strong recruiting engine- not simply post jobs and process applications.Key ResponsibilitiesTalent Acquisition & Full-Cycle RecruitingOwn the recruiting process from initial workforce need through accepted offer and onboarding handoff.Manage more than 20 active searches across corporate, wholesale, ecommerce, retail, distribution, and operational functions.Partner directly with the CEO, COO, executives, and department leaders to establish hiring priorities.Translate business needs into clear candidate profiles and compelling job descriptions.Develop proactive sourcing strategies for difficult-to-fill and high-impact roles.Source passive candidates through LinkedIn Recruiter, professional networks, referrals, industry contacts, job boards, and other recruiting channels.Screen and interview candidates to assess experience, leadership ability, communication skills, motivation, compensation expectations, and organizational fit.Present leadership with qualified candidates accompanied by clear assessments and recommendations.Coordinate interviews and maintain momentum throughout the hiring process.Manage candidate communication, references, offer preparation, negotiation support, and closing.Build pipelines for future positions before hiring becomes urgent.Recruit Across a Multi-Channel Consumer BusinessThe Talent Acquisition Manager will recruit talent across a broad range of functions, including:B2B Wholesale SalesNational and Key AccountsCustomer ServiceRetail Management and Store OperationsEcommerceDigital MarketingMarketplace ManagementBrand MarketingCreative & DesignMerchandisingProduct DevelopmentFinance & AccountingPlanning & InventorySupply ChainDistribution & Warehouse OperationsInformation TechnologyHuman ResourcesCorporate AdministrationExecutive LeadershipThis person must be equally comfortable recruiting a strong retail store manager, an ecommerce professional, an accounting leader, a wholesale sales executive, or a senior corporate executive.Retail RecruitingWith approximately 15 stores operating across multiple states, retail recruiting will be an important part of this position.Responsibilities will include:Building pipelines for Store Managers, Assistant Store Managers, and other retail leadership positions.Developing recruiting strategies for different geographic markets.Supporting new store openings and replacement hiring.Helping reduce retail turnover through better candidate selection.Identifying strong internal employees who can be promoted into larger roles.Partnering with Retail leadership to understand performance expectations and staffing needs.Creating stronger pipelines before vacancies occur.Executive & Leadership RecruitmentWork directly with the CEO and COO on important management and executive searches.The Talent Acquisition Manager should be comfortable identifying and approaching high-quality candidates who may not actively be searching for a new opportunity.For senior positions, this person will function as an internal executive recruiter and trusted advisor to leadership.Recruiting Strategy & AccountabilityCreate greater visibility and accountability around recruiting.Maintain a weekly recruiting dashboard showing:Open positionsHiring priorityDays position has been openCandidates sourcedCandidates screenedCandidates interviewedFinalistsOffers outstandingOffers acceptedPositions filledTime-to-fillRecruiting sourceAgency usage and recruiting costsConduct a regular recruiting review with the CEO, COO, and appropriate department leaders.Identify searches that are moving too slowly and immediately develop alternative sourcing strategies.Build Our Employer BrandSpring Footwear has more than three decades of history, recognized brands, an entrepreneurial culture, and significant opportunity ahead.The Talent Acquisition Manager will help us communicate that story to prospective employees.Responsibilities include:Improving the quality and consistency of job postings.Strengthening Spring Footwear's presence on recruiting platforms.Developing relationships with colleges, universities, professional organizations, and industry associations.Building relationships within the footwear, fashion, retail, ecommerce, and consumer-product communities.Creating a professional and responsive candidate experience.Helping prospective employees understand our brands, culture, growth strategy, and career opportunities.Retention & Internal TalentOur objective is not simply to hire people. It is to hire people who can succeed and grow with Spring Footwear.The Talent Acquisition Manager will work with leadership and HR to:Understand why strong employees stay and why employees leave.Review turnover trends.Improve onboarding and new-hire integration.Establish 30/60/90-day follow-up practices.Identify high-potential employees.Encourage internal promotion whenever appropriate.Help develop succession pipelines for important positions.Identify recurring hiring or management issues that are contributing to turnover.Candidate ProfileRequired Experience5+ years of talent acquisition, corporate recruiting, agency recruiting, executive search, or related experience.Demonstrated success managing multiple searches simultaneously.Strong direct-sourcing and passive-candidate recruiting capabilities.Experience recruiting both professional and management-level positions.Strong interviewing and candidate-assessment skills.Experience using LinkedIn Recruiter, applicant tracking systems, job boards, and modern sourcing tools.Excellent written and verbal communication.Strong organizational and follow-through skills.Ability to work with urgency while maintaining high hiring standards.Comfortable interacting directly with senior executives.Strongly Preferred Industry ExperienceWe have a strong preference for candidates with recruiting experience in consumer-facing industries, particularly:FootwearFashionApparelAccessoriesConsumer ProductsRetailEcommerceBeauty or Lifestyle BrandsExperience within an organization operating both B2B wholesale and Direct-to-Consumer channels is especially valuable.Candidates who understand the different talent requirements of wholesale sales, ecommerce, corporate functions, retail stores, and distribution operations will be particularly well suited for this position.The Person We Are Looking ForWe are not looking for