Talent Acquisition Manager, 5-Year Term

The Manager of Talent Acquisition will lead recruitment and talent acquisition efforts for the Paul Angell Foundation (Paul Angell) during a significant period of organizational growth. This role will create a thoughtful, organized, equitable, and people-centered hiring experience while helping Paul Angell build the systems, strategies, and talent pipelines needed to support its continued growth. 

Working closely with the Director of Talent and Culture, CEO, hiring managers, and colleagues across the organization, the Manager of Talent Acquisition will manage full-cycle recruitment while also contributing to workforce planning, succession planning, staffing strategy, onboarding, and longer-term talent development. 

This role requires someone who is both people-centered and operationally strong. The ideal candidate cares deeply about candidate experience while also enjoying strategy, project management, systems, relationship-building, and execution. They will be comfortable working with colleagues at all levels of the organization and representing Paul Angell externally. 

The Manager of Talent Acquisition will also be an active member of the broader HR team, contributing to cross-departmental initiatives, organizational learning, staff committees, and other HR priorities as needed. 

This position is envisioned as a five-year capacity-building role aligned with Paul Angell’s anticipated period of significant growth. As the organization reaches greater scale and hiring needs evolve, the position may develop into a broader HR Manager role, or its responsibilities may eventually be incorporated across the HR team. 

• Manage full-cycle recruitment across Paul Angell, from position planning and sourcing through selection and accepted offer. 

• Partner with the Director of Talent and Culture, CEO, and organizational leaders to develop and implement annual and longer-term hiring and staffing strategies. 

• Support workforce and succession planning by helping identify future staffing needs, critical roles, anticipated transitions, organizational capacity needs, and talent gaps. 

• Develop recruitment plans, timelines, sourcing strategies, interview processes, and selection criteria in partnership with hiring managers. 

• Build proactive talent pipelines and relationships that position Paul Angell to respond effectively to current and future staffing needs. 

• Manage multiple searches simultaneously while ensuring strong project management, communication, and follow-through. 

• Create a welcoming, transparent, equitable, and responsive candidate experience that reflects Paul Angell’s culture and values. 

• Serve as a key point of contact for candidates and ensure clear communication throughout the recruitment and selection process. 

• Partner with and prepare hiring managers and interview committees to support consistent and effective selection practices. 

• Represent Paul Angell at conferences, career fairs, universities, professional associations, networking events, and other recruitment opportunities. 

• Build relationships across philanthropic, nonprofit, professional, university, and community networks to expand Paul Angell’s access to talent. 

• Strengthen Paul Angell’s employer presence and continuously identify ways to improve the candidate and hiring manager experience. 

• Manage Paul Angell’s applicant tracking and recruitment systems, processes, templates, documentation, and workflows. 

• Develop recruitment calendars, project plans, dashboards, and tools that keep searches organized and on schedule. 

• Track and analyze recruitment and workforce data to identify trends, evaluate effectiveness, and inform staffing decisions. 

• Develop scalable and consistent recruitment practices that support Paul Angell as the organization grows. 

• Maintain accurate and confidential candidate and hiring records and ensure recruitment practices align with organizational policies and applicable requirements. 

• Partner across HR, Operations, IT, and hiring teams to support a coordinated and welcoming onboarding experience. 

• Manage the transition from candidate to employee, including pre-boarding communications, coordination, and onboarding preparation. 

• Develop and improve onboarding resources, processes, and systems as Paul Angell grows. 

• Help design, launch, and manage a future internship program, including recruitment, selection, onboarding, and the overall internship experience. 

• Explore internships, fellowships, early-career programs, and other pathways that strengthen Paul Angell’s longer-term talent pipeline. 

• Connect external talent pipeline development with workforce and succession planning to help prepare for future organizational needs. 

• Serve as an active member of the Talent and Culture team and contribute to broader HR, culture, learning, and organizational priorities. 

• Partner on cross-departmental initiatives and participate in or lead staff committees, working groups, and special projects. 

• Support organizational learning and development efforts, including trainings, professional development opportunities, and other staff learning initiatives. 

• Develop and present staffing plans, workforce analyses, recruitment updates, and recommendations to leadership and, when needed, Paul Angell’s Board of Directors. 

• Attend conferences and professional development opportunities to build professional knowledge, identifytalent, strengthen networks, and bring relevant learning back to Paul Angell. 

• Remain adaptable and willing to support emerging Talent and Culture priorities as the organization and HR function continue to grow. 

• 8+ years of relevant professional experience. 

• At least 6 years of progressively responsible experience in talent acquisition, recruitment, human resources, people operations, or a related field. 

• The strongest candidates will bring a combination of talent acquisition expertise, project management skills, strong judgment, and a genuine commitment to creating positive experiences for people. 

• Demonstrated experience managing full-cycle recruitment and multiple searches simultaneously. 

• Strong project management and organizational skills, including the ability to manage competing priorities, deadlines, details, and stakeholders. 

• Experience using applicant tracking systems, HR systems, recruitment platforms, and other technology to manage hiring processes. 

• Strong interpersonal skills and the ability to develop trusted working relationships with colleagues at all levels of an organization. 

• Excellent written and verbal communication skills, including the ability to communicate thoughtfully with candidates and represent the organization professionally. 

• Demonstrated commitment to equitable, inclusive, and people-centered recruitment practices. 

• Strong judgment and discretion when working with confidential candidate and employee information. 

• Ability to operate effectively in a growing organization where processes, structures, and priorities will continue to evolve. 

• Comfort balancing established processes with the flexibility and initiative required to build new ones. 

• Experience in philanthropy, nonprofit organizations, mission-driven organizations, or professional services is helpful but not required. 

While employed in this position, the employee may be required to perform other assignments not listed in this job description. The employee is an employee at will, meaning that either party may terminate the employment relationship at any time by written notice to the other. Nothing in this job description is to be deemed to create a contract of employment for a specific period. 

Paul Angell is intentionally building organizational capacity during a period of significant growth. This position is designed with an anticipated five-year period of elevated recruitment, workforce growth, and organizational development in mind. 

As Paul Angell reaches greater scale, the volume and nature of recruitment work will evolve. The organization will periodically assess this role based on staffing needs, the structure of the Talent and Culture function, and the strengths, interests, and professional growth of the individual in the position. 

Over time, the role could evolve into a broader HR Manager position with responsibilities beyond talent acquisition. Alternatively, as hiring needs stabilize and the Talent and Culture team grows, recruitment and onboarding responsibilities may become more distributed across the function, creating opportunities for this role to shift in scope or focus. 

The five-year horizon reflects Paul Angell’s current growth plans; it is not intended to be a fixed endpoint for the position or the individual. We want to be transparent about how we expect the organization’s needs to evolve while providing the Manager of Talent Acquisition with meaningful opportunities to build systems, develop professionally, take on new responsibilities, and make a lasting contribution to how Paul Angell attracts, selects, and welcomes its people. 

• Currently, the position functions within a hybrid working environment with alternating remote and two to three on-site workdays and may have in-person obligations that grow over time.    

• Role requires frequent travel for conferences, career fairs, and other recruiting needs.

• Occasional evening and weekend work is sometimes required.     

• Occasional out-of-town travel is required.   

• Must have reliable transportation for work-related duties.   

• The Foundation maintains a smoke-free and drug-free work environment in compliance with federal, state, and local regulations.  

• While performing the duties of this job, the employee is regularly required to talk or hear and use hands to operate equipment such as computers, phones, photocopiers, scanners, and filing cabinets. Reasonable accommodation will enable qualified individuals with disabilities to perform the position’s essential functions. 

• This position is at-will, meaning either party may terminate the employment relationship at any time with written notice. Nothing in this job description is to be construed as creating a contract for employment for a specific duration.   

Paul Angell Foundation is committed to equal employment opportunity and to compliance with applicable local, state, and federal anti-discrimination laws which prohibit discrimination and harassment against any employees or applicants for employment based on their actual or perceived race, color, religion, age, ancestry, marital status, protective order status, military status, sexual orientation, gender identity, gender expression, work authorization status, pregnancy and the potential or intention to become pregnant, AIDS/HIV status, medical condition, status as a victim of domestic, sexual, gender or criminal violence, certain arrest or criminal history records, lack of a permanent mailing address or a mailing address that is a shelter or social services provider, and use of lawful products outside of work during non-working hours. 

We will not tolerate discrimination or harassment based upon these characteristics or any other characteristic protected by applicable federal, state, or local law. 

To apply submit an application here!

You will be asked to submit the following: 

• Resume 

• Cover letter highlighting your experience and your ability to excel in this role 

• Expected start date: January 2027 

All applications must be submitted by: October 25 at 11:59 PM CT  

We hope you’re excited about this role! To keep the process fair and equitable, we will not be holding informal meetings. We encourage everyone interested in applying, and if you need accommodation, please contact talent@pmaff.org.