Senior Manager, Talent Acquisition - Enablement and Programs

Scout Motors • Charlotte, NC

48d • $140,000 - $170,000 • Onsite

About The Position

Scout Motors is building the future of American automotive manufacturing—and that future is powered by exceptional talent. As we accelerate toward our next stage of growth, we are seeking a Senior Manager, Talent Acquisition Enablement & Programs. This role serves as a critical operational and programmatic leader overseeing three core teams: Talent Acquisition Enablement & Support Talent Scouts (Talent Attraction & Sourcing) University Relations & Hiring Partnerships The Sr. Manager will lead the support for TA systems, processes, sourcing strategies, and university programs and partnerships that strengthen our hiring engine and elevate how we show up in the market and drive how Scout attracts, engages, and supports talent pipelines at scale.

Requirements

• 10+ years of progressive TA leadership experience, including responsibility for TA operations, talent sourcing, talent programs, and/or university relations.
• Deep expertise in TA systems (CRM/ATS) optimization, process design, compliance, and recruiting analytics.
• Experience with recruitment, marketing, talent attraction, and pipeline development.
• Proven ability to design and scale talent programs that support short-term and long-term hiring needs and workforce strategy.
• Experience leading teams through complex change, modernization, and innovation initiatives.
• Excellent communication, project management, and stakeholder influence skills; the ability to partner across HR, business leadership, and external organizations.
• A strategic mindset coupled with a roll-up-your-sleeves execution style.
• Passion for building an inclusive, stakeholder-centered hiring experience.
• Minimum of High School Diploma, GED or equivalent required for all roles at Scout Motors, Inc.

Responsibilities

• TA Enablement & Support Lead the enablement strategy across TA systems, workflows, tools, and processes to increase speed, accuracy, and recruiter effectiveness.
• Own TA compliance, audit readiness, documentation, and process governance to ensure a consistent and legally sound hiring experience.
• Partner with HRIS, IT, and People Operations to optimize the ATS, CRM, reporting tools, dashboards, and automation within the hiring lifecycle.
• Establish and maintain TA operating rhythms, SOPs, and scalable best practices that support high-volume and specialized recruiting across multiple locations.
• Talent Scouts (Talent Attraction & Sourcing) Lead proactive talent sourcing strategy to build talent communities and pipelines for business-critical roles across all departments and functions.
• Develop and manage recruitment campaigns, to elevate Scout’s presence across digital platforms.
• Create targeted talent intelligence insights and market maps that inform hiring strategies.
• Mentor and develop a team of Talent Attraction Specialists to become trusted talent advisors and pipeline builders.
• University Relations & Partnerships Support the design and delivery of the university recruiting strategy, including internships, co-ops, apprenticeships, and academic partnerships.
• Build strong relationships with universities, technical schools, community organizations, and industry groups aligned to Scout’s hiring needs.
• Partner with key stakeholders to understand university-related talent needs and align program design to long-term workforce planning.
• Leadership Responsibilities Supports the Head of TA in scaling the function through innovation, technology, automation, and insight-driven decision making.
• Provide regular updates on metrics, efficiency, quality, and pipeline health; provide meaningful insights about the marketplace.
• Champion the Scout Way values—infusing respect, innovation, and collaboration into all TA programs and stakeholder experiences.

Benefits

• Competitive insurance including: Medical, dental, vision and income protection plans
• 401(k) program with: An employer match and immediate vesting
• Generous Paid Time Off including: 20 days planned PTO, as accrued 40 hours of unplanned PTO and 14 company or floating holidays, annually
• Up to 16 weeks of paid parental leave for biological and adoptive parents of all genders
• Paid leave for circumstances related to bereavement, jury duty, voting time, or military leave
• Corporate Vehicle Program with: Eligibility for 1 assigned vehicle A mobility stipend

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: High school or GED
• Number of Employees: 501-1,000 employees