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Salary Range:

$70,000.00 to $79,500 USD annually

As part of Arizona State University’s charter to provide access and excellence, ASU Preparatory Academy (ASU Prep) shares this commitment by demonstrating all students can achieve at the highest levels, regardless of their background. To scale our current impact, ASU Prep is advancing a major expansion program taking fundamental responsibility for the communities we serve.

This role oversees a team of HR Partners responsible for full-cycle recruitment and workforce planning, ensuring a high-quality, equitable, and efficient hiring process. The HR Manager, Talent Acquisition sets the vision, systems, and standards for talent acquisition, while building the capability of HR Partners and school leaders to meet staffing goals aligned to enrollment, budgets, and organizational priorities.

QUALIFICATIONS:

• Bachelor’s Degree in Human Resources, Business or related field, required.

• SHRM, HRCI or other related HR Certification, strongly preferred.

• Experience with HRIS, preferably Workday.

• 5+ years of progressively responsible human resources experience. 

• 2+ years of leadership experience or team management, preferred.

• Active AZ Department of Public Safety (DPS) IVP Fingerprint Clearance Card.

• Any equivalent combination of experience and/or education from which comparable knowledge, skills and abilities have been achieved.

DUTIES AND RESPONSIBILITIES:

Talent Acquisition Strategy & Leadership

• Develop and lead the organization’s talent acquisition strategy to support network growth and staffing needs.

• Establish and monitor key hiring metrics (time-to-fill, quality of hire, candidate experience) and drive continuous improvement with quantifiable data.

• Ensure equitable, compliant, and high-quality hiring practices across all sites.

• Partner with leadership on workforce forecasting tied to enrollment and expansion.

Team Leadership & Development

• Directly manage, coach, and develop the HR Partners in all Talent Acquisition related responsibilities.

• Build team capability in sourcing, selection, and hiring manager partnership for their assigned sites.

• Provide guidance and support on complex or high-priority assignments.

• Allocate recruitment workload strategically across the team.

Workforce Planning & Position Control Oversight

• Oversee position control practices to ensure alignment between approved roles, budgets, and hiring activity by maintaining highly accurate reports.

• Partner with the respective HR Partners, Finance and school leadership on staffing models and projections.

• Ensure consistency and accuracy in workforce planning processes across sites.

Recruitment Operations & Process Excellence

• Standardize and optimize full-cycle recruitment processes across the organization.

• Design and lead the team mapping for organization wide; including, but not limited to: job description creation, posting strategy, sourcing channels, and employer branding efforts across the organization.

• Ensure effective use of HRIS and recruitment tools, including AI-enabled solutions.

• Identify and implement process improvements to increase efficiency and candidate quality.

Stakeholder Partnership

• Partner with school leaders and HR Partners to strengthen hiring practices and decision-making.

• Collaborate frequently with the HR Manager of Employee Relations leadership to ensure the overlap of work is effectively being supported and communicated across all HR Partners.

• Serve as an escalation point for hiring challenges and complex staffing needs.

Compliance & Reporting

• Ensure compliance with all employment laws, policies, and hiring requirements.

• Monitor and audit recruitment and hiring data for accuracy and consistency.

• Provide regular reporting and insights on hiring trends and outcomes.

• A variety of projects and/or work responsibilities will be assigned and owned by individual HR Managers at any given time that are respective to the overall HR Operations of the organization.

• Additional duties as assigned, across all above sections mentioned.

SUPERVISORY RESPONSIBILITIES

• Directly supervises employees.  Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include decisions related to selection, performance appraisal, discipline and salary recommendations.

• Build strong and empowered teams by providing direction, delegation, counsel, mentoring and expertise to individual team leads, while retaining overall responsibility and accountability for results.

• Promote and encourage the development, training and promotion of staff members to ensure the perpetuation of a professional and competent workforce.

KNOWLEDGE, SKILLS AND ABILITIES 

• Deep expertise in full-cycle recruitment and workforce planning.

• Ability to design and implement scalable hiring strategies.

• Strong analytical skills with ability to translate data into actionable insights.

• Ability to operate in a fast-paced, high-growth environment.

• High level of professionalism, confidentiality, and sound judgment

• Proven ability to improve systems, procedures and initiate corrective actions. 

• Knowledge of best practice operations and programs to increase efficiency and effectiveness through technology solutions. 

• Knowledge of operational requirements and standards of integrated HRIS. 

• Demonstrated knowledge of current federal and state laws, statutes, regulations, policies, and directives pertaining to hiring guidelines, employment law, benefits, and leaves. 

• Background in working in a fast paced, ever-evolving environment.

• Skilled in navigating diverse relationships and partnerships with a cross section of stakeholders. 

• Excellent verbal and written communication skills and highly organized.

• Proven program and project management skills with a track record of working cross-functionally and achieving successful project outcomes. Matured judgment and capacity to take initiative and work with a team.

• Takes initiative, displays a strong work ethic, and is detail-oriented.

• Experience working in collaborative, dynamic, and high-performing environments

• Ability to work collaboratively with a variety of stakeholders in and outside of ASU Preparatory Academy.

• Ability to apply critical thinking skills and problem-solving skills related to analysis and determining solutions. 

• Ability to maintain strict confidentiality. 

• Ability to apply knowledge and experience to anticipate, forecast, and develop strategies to achieve objectives. 

• Ability to articulate, represent professional demeanor and ability to take initiative.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to stand and talk or hear and sometimes walk and sit. The employee must use hands, arms and fingers to input data, handle, feel or reach. While performing the duties of this job, the employee may occasionally push or lift up to 30 lbs. such as boxes, supplies, etc. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, and the ability to adjust focus, close vision, distance vision, color vision, peripheral vision and depth perception.

LOCATION:  

UCENT

TRAVEL: 

Occasional travel may be required for site visits, meetings, trainings and/or conferences. Locations may vary and may require overnight stays.

This job description is subject to change at any time.