Sr. Manager, Talent Acquisition (Operations)

Overview

ROLE AT A GLANCE: The Sr. Manager, Talent Acquisition – Southeast Operations is responsible for leading and delivering the talent acquisition strategy for Herbalife’s Southeast Operations organization, with primary responsibility for the Winston-Salem manufacturing facility—our largest manufacturing site.This leader will oversee end-to-end recruiting delivery for operations, manufacturing, distribution, technical, professional, and leadership roles, ensuring the business has the talent required to meet current workforce needs and future growth plans. The role combines strategic leadership with hands-on execution, serving as a trusted partner to plant and operations leaders, HR Business Partners, and cross-functional stakeholders.

The Sr. Manager will lead a team of recruiters, manage external staffing and recruiting agency partnerships, and drive consistent, efficient, and inclusive recruiting practices. This role is accountable for strengthening talent pipelines, enhancing the candidate and hiring-manager experience, improving recruiting performance through data and market insights, and ensuring effective use of talent acquisition tools, including leveraging AI technology.

HOW YOU’LL MAKE AN IMPACT: • Lead the Southeast Operations talent acquisition strategy for Winston-Salem and assigned distribution locations in Memphis, Hagerstown, and Dallas, aligning hiring plans to business priorities, workforce forecasts, and site growth needs.• Manage and develop the recruiting team, providing clear priorities, coaching, workload balancing, performance support, and capability development to ensure high-quality and responsive recruiting delivery across the region.• Oversee end-to-end recruitment delivery for a broad portfolio of operations, manufacturing, distribution, technical, professional, and leadership roles, from intake and sourcing through selection, offer, and onboarding partnership.• Build trusted partnerships with plant leaders, distribution center leaders, hiring managers, HRBPs, and HR Operations to understand workforce needs, establish hiring plans, drive hiring-manager accountability, and resolve recruiting barriers with urgency.• Develop proactive sourcing and talent-pipeline strategies informed by local labor-market conditions and workforce needs, including community partnerships, job boards, social media, referral programs, recruiting events, and targeted campaigns.• Manage external staffing agencies, recruitment firms, and other talent partners, including performance expectations, service-level management, candidate quality, spend stewardship, and ongoing assessment of business value.• Drive recruiting operational excellence through standardized processes, effective ATS utilization, KPI reporting, candidate-experience improvements, and continuous identification and resolution of process bottlenecks.• Advance employer-brand and inclusive recruiting efforts across the Southeast Operations footprint by partnering with internal stakeholders on localized attraction strategies and relevant workforce-development, college, or community partnerships.