Upbring Careers

  • Talent Acquisition Manager

    Job ID
    Regular Full-Time
    1st Shift
    # of Openings Remaining
  • Overview

    Why should you join Upbring?


    Why work at Upbring? It’s quite simple – when you go to work surrounded by people just as passionate as you, it doesn’t feel like work.

    At Upbring, we’re changemakers determined to create a world where all children are loved, protected and cherished. Inspired by faith, we are both warriors and servants for children and families. We’ve been helping children thrive for more than 135 years, and we’re not stopping. Our mission is to break the cycle of child abuse by empowering children, families and communities. And as we accomplish this mission, we have an opportunity to shape not only the way we deliver our programs and services but the way Texas treats children.

    The children we serve have dreams, talent and so much potential – but they need dedicated, skillful and compassionate individuals to help them succeed. Our employees are champions for Texas children who give their all to create brighter futures. When you work at Upbring, you’re not just collecting a paycheck; you’re playing a key role in breaking the cycle of child abuse.  To find out more, please visit us online at www.upbring.org.


    As a member of the Human Resources department, the Talent Acquisition Manager is responsible for design, implementation, management and evaluation of Upbring’s recruiting methodology. Strategic partner, providing consultative approach to recruiting efforts, building a talent pipeline of top talent and analyzing data to establish goals and objectives that align with Agency’s strategy. The Strategic Talent Manager creates and deploys talent acquisition strategies to strengthen the Agency’s capabilities to ensure it has the talent to meet current and future business needs. Position promotes Agency-wide recruitment, selection and retention efforts that align with the mission, vision, core values and goals of the Agency. Position ensures the development and effective administration of Affirmative Action Plans, EEOC, OFCCP and other employment related compliance programs.



    • Build strategic partnerships and community engagement to establish brand recognition as an employer of choice, inclusive of, but not limited to universities, colleges, technical schools, non-profits and other key community stakeholders
    • Source and build talent pipeline; host and attend networking events such job fairs, career days and other events to identify and recruit top talent
    • Manage annual and as needed job description revision, creation and compensation in partnership with Total Rewards Manager
    • Strategically assess current program and position needs in addition to standard required functions and qualifications to customize recruiting effort
    • Use consultative approach to recruiting life-cycle through offer
    • Applies a high level of customer service with internal and external candidates, ensuring clear and timely communication
    • Identify and develop key/creative sourcing initiatives to ensure a constant pipeline of talented and diverse applicants to meet the staffing needs of the agency and that improve time to hire and increase retention
    • Coach hiring managers on how to assess candidates, interview skills, providing an excellent candidate experience and giving objective and balanced feedback that will result in attracting, engaging world class talent
    • Develop, execute, and manage a highly selective applicant assessment process; develop, design, implement, and manage standard talent acquisition processes
    • Develop, lead, and execute Agency-wide recruiting strategies, tools, and processes that will target and attract qualified applicants; create and build positive working relationships with executive search firms, staffing agencies, colleges and universities, and community partners to attract a diverse applicant pool and maintain a qualified pipeline of applicants
    • Manage applicant tracking system, respond to user inquiries, train new users and collaborate to resolve any problems including issues with vendor
    • Assist and guide hiring mangers through job offer process, inclusive of comp analysis and offer letter preparation
    • Communicate and coordinate post-offer onboarding process with People Operations Coordinators
    • Collaborate with strategic communications staff to develop employer of choice brand for Agency to further brand recognition and to enhance and strengthen recruiting processes, tools, events, and social media strategies
    • Create recruiting goals, systems, pre-screen candidate production and cultivate communication to accomplish set objectives
    • Partner with People Development Manager to design training for hiring managers that will equip them with knowledge and resources to effectively identify, interview and hire top talent
    • Track and analyze the recruiting metrics, to include key trends, root causes, and cycle times, and use the data to create a monthly Executive Summary. Provide report and recommend corrective action to improve effectiveness of recruitment and selection strategies
    • Develop Affirmative Action Plans (AAP) including ensuring effective data capture and development, writing narratives for each Affirmative Action Plan in partnership with program leadership, prepare and present AAP briefings to site leadership. Adjust recruiting strategies based on final analysis 
    • Partner with Compliance Manager to audit OFCCP/AAP process 
    • Manage data in accordance with the agency’s record retention policies and procedures and state and federal laws and regulations.
    • Other duties and special projects as assigned



    • Develop and maintain strong working relationships and partnerships with the People Operations team, internal and external clients, program leadership and staff, and vendors. 
    • Work as People Operations professional and team player and exhibit professional behavior and a positive attitude with both internal and external clients that reflect positively on the Agency and is consistent with Agency policies and practices.



    • This position requires sitting and looking and using a computer for long periods of time
    • Position may make program visits to child facilities and have limited exposure to children
    • Position may require long hours, inclusive of weekends based on business or project needs
    • Lift, push, pull, move up to 25 lbs




    • Bachelor’s degree required and/or a combination of education and relevant experience in lieu of degree. Degree in People Operations, Organizational Effectiveness/Development, Business Administration or other People Operations related field preferred. 
    • 5 years of full life-cycle recruiting experience. Experience to include researching, developing, and implementing new candidate sourcing and search methods for both passive and active recruiting
    • Strong in-house recruitment background and able to manage high volume of vacancies within tight timeline.
    • Proven success in using direct sourcing methods to minimize temporary/on-call or agency usage.
    • Advanced knowledge of current state and federal legal and regulatory legislations in Employment law and federal contractor requirements
    • Strong verbal communication and presentation skills with the ability to build positive working relationships with all levels 
    • Strong working knowledge of HR practices and trends
    • Demonstrated ability to gather and analyze information and translate into empirical data (metrics, structured reporting, data driven analysis); ability to create scorecard and dashboards with relevant information to influence strategic planning, decision making, and meet department and Agency goals and objectives
    • Strong time management and organizational skills with the ability to manage competing priorities and meet deadlines
    • Strong interpersonal skills with the ability to work independently, within a team environment and with a diverse group of people at all levels of the agency
    • Proficient with Microsoft Office (Word, Excel, PowerPoint and Outlook), ATS and HRIS 
    • Ability to travel based on business needs approximately 25%



    • Current professional HR certification issued by HRCI (PHR or SPHR) or SHRM (SHRM-CP or SHRM-SCP) 
    • 2 years working with and developing Affirmative Action plans
    • Bilingual Spanish speaking/writing

    This position is eligible for promotion/transfer if appropriate position is available, the employee meets minimum qualifications, the promotion/transfer eligibility guidelines are met, and the employee is not on a Performance Improvement Plan (PIP).


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