Manager, Talent Acquisition

Type of Appointment: Full Time, At-Will

Job Classification: Administrator II

Anticipated Hiring Range: $5,053 - $8,333 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 institution’s 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:

• Bachelor's Degree - Bachelor’s 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 Driver's 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 Pomona’s employer brand and value proposition in alignment with institutional goals. Foster a service-oriented culture that reflects the university’s 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 CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s 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 the California 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 candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy .

CSU Classification Salary Range

The CSU Classification Standards for this position are located on the CSU Classification Standards website . The CSU Salary Schedule is located on the CSU Salary Schedule website . The classification salary range for this position according to the respective skill level is: minimum $5,053 and maximum $16,221 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 the I-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 Driver’s 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 the Authorized 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 manager’s request. For more information, go to the Outside 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 the California 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 Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at the Cal Poly Pomona’s Annual Security Report and Cal Poly Pomona’s 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 the Pay 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 ADACoordinator@cpp.edu . For more information, go to Employment 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, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s 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 visit Cal Poly Pomona’s Employment Notices web page.

Advertised: Jul 17 2025 Pacific Daylight Time
Applications close: Jul 31 2025 Pacific Daylight Time

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• California State Polytechnic University Pomona

• (909) 869-3160

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