Senior Manager, Talent Strategy

ACRT Services, Inc.

Full time Regular

Company Description

ACRT Services offers expert independent consulting solutions to utilities and associated organizations throughout the United States, including vegetation management consulting, arborist training, customized safety courses, technology solutions, utility metering services, and more. At ACRT Services, our organizational culture is built on four strategic pillars including the people and the amazing things they can accomplish, dedication and the success it brings over the long term, process and the benefits of a job done right and education and the difference it can mean in the lives of those we touch.

Role Description

The Senior Manager, Talent Strategy provides strategic leadership and oversight of Human Resources Business Partnership and Talent Acquisition functions across ACRT Services and its operating companies. This role is responsible for aligning talent strategies with organizational objectives, strengthening workforce planning, and ensuring consistent, effective HR support that meets the evolving needs of the business.

This position leads and develops a team of HR Business Partners and the Talent Acquisition Manager, providing guidance, accountability, and strategic direction to support organizational effectiveness, talent development, employee engagement, and workforce needs.

The Senior Manager partners closely with operating company leadership to identify organizational priorities, develop proactive talent solutions, and implement initiatives that strengthen leadership capabilities, employee experience, and long-term business success.

Essential Duties & Responsibilities

Talent Strategy & Organizational Effectiveness

• Develop and execute talent strategies that align workforce capabilities, organizational priorities, and long-term business objectives across ACRT Services and its operating companies.
• Partner with operating company leadership and HR leadership to assess organizational needs, identify workforce challenges, and recommend strategic talent solutions.
• Lead workforce planning efforts to anticipate future talent needs, identify critical roles, and address organizational capability gaps.
• Partner with business leaders on organizational design, succession planning, talent assessments, and leadership development opportunities.
• Identify opportunities to strengthen talent retention, internal mobility, and career development across the organization.
• Use workforce analytics, employee feedback, and business insights to evaluate organizational effectiveness and guide talent-related decisions.

HR Business Partner Leadership

• Lead, coach, and develop assigned HR Business Partners, establishing clear expectations, priorities, accountability, and professional development opportunities.
• Provide strategic guidance and oversight to HRBPs in supporting business leaders with employee relations, performance management, organizational effectiveness, and workforce planning.
• Establish consistent HRBP service delivery expectations and promote effective, proactive HR partnerships across supported operating companies.
• Serve as an escalation and consultation resource for complex employee relations, organizational challenges, and sensitive personnel matters.
• Support HRBPs in developing strong relationships with business leaders and providing credible, data-driven recommendations.
• Partner with HR leadership to evaluate HRBP effectiveness, identify opportunities for improvement, and strengthen overall HR service delivery.

Talent Acquisition Strategy & Oversight

• Provide strategic leadership and oversight of the Talent Acquisition function, ensuring recruiting strategies align with current and future workforce needs.
• Lead and develop the Talent Acquisition Manager, establishing strategic priorities, performance expectations, and accountability for recruiting outcomes.
• Partner with the Talent Acquisition Manager and business leaders to evaluate workforce demands, hiring challenges, and talent pipeline opportunities.
• Oversee the development of recruiting strategies that support effective hiring, organizational growth, and long-term workforce sustainability.
• Monitor recruiting performance, workforce trends, and talent acquisition metrics to evaluate effectiveness and identify opportunities for improvement.
• Support the development of employer branding, early-career talent initiatives, and strategic partnerships that strengthen future talent pipelines.
• Promote consistent, efficient, and collaborative recruiting practices across the organization.

Leadership Development & Talent Management

• Partner with HR leadership and business leaders to identify leadership development needs and strengthen organizational capabilities.
• Support the development and execution of succession planning and talent review processes to identify high-potential employees and future leadership needs.
• Provide strategic guidance on performance management processes, leadership effectiveness, and employee development opportunities.
• Collaborate with Learning & Development and HR People Operations to align development initiatives with organizational priorities.
• Promote a culture of accountability, continuous feedback, employee engagement, and professional growth.

Strategic Business Partnership & Employee Experience

• Build trusted relationships with executive leaders, operating company leadership, and HR stakeholders to understand business priorities and provide strategic HR guidance
• Partner with leadership to identify workforce risks, employee engagement opportunities, and organizational challenges that may impact business performance.
• Partner with HR Program manager and use employee feedback, engagement data, and workforce trends to recommend strategies that strengthen retention, leadership effectiveness, and employee experience.
• Support organizational change initiatives by providing guidance on workforce impacts, leadership communication, and change management strategies.
• Collaborate across HR functions to ensure talent strategies and employee programs are aligned with business needs.

HR Operations, Compliance & Continuous Improvement

• Promote consistent application of HR policies, practices, and employment standards across supported operating companies.
• Provide oversight and guidance on complex employee relations matters, investigations, and employment decisions in partnership with appropriate HR and legal resources.
• Ensure HRBP and Talent Acquisition practices support compliance with applicable federal, state, and local employment laws and regulations.
• Establish and monitor relevant HRBP and Talent Acquisition performance measures to evaluate service delivery and organizational outcomes.
• Identify opportunities to improve HR processes, technology utilization, reporting, and cross-functional collaboration.
• Lead or support strategic HR initiatives and organizational projects as assigned.

Requirements

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and relevant experience.
• Eight (8) or more years of progressive Human Resources experience, including significant experience in HR business partnership, talent management, talent acquisition, or related HR leadership functions.
• Three (3) or more years of experience leading, coaching, or developing HR professionals or teams.
• Demonstrated experience developing and executing HR or talent strategies that support organizational objectives.
• Experience partnering with senior business leaders on workforce planning, organizational effectiveness, employee relations, and talent-related initiatives.
• Working knowledge of applicable employment laws, HR policies, and practices across multiple business areas or locations.
• Experience using workforce data, HR metrics, and business insights to support strategic decision-making.

Preferred Qualifications:

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Experience overseeing multiple HR functions, including HR Business Partnership and Talent Acquisition.
• Experience supporting geographically dispersed, multi-state, or multi-company organizations.
• Experience working with union and non-union employee populations.
• Experience with succession planning, leadership development, organizational design, and change management.
• Experience with Workday HCM, Workday Recruiting, or comparable enterprise HR technology.
• SHRM-SCP, SPHR, or related advanced Human Resources certification.

Desired Skills:

• Strong strategic leadership capabilities with the ability to translate organizational objectives into actionable talent initiatives.
• Demonstrated ability to lead, coach, and develop HR professionals and people leaders.
• Strong business acumen and ability to understand workforce needs in relation to organizational performance.
• Excellent communication, consultation, relationship-building, and influencing skills.
• Ability to establish credibility and build trusted partnerships with senior and executive leadership.
• Strong knowledge of HR business partnership, talent acquisition, workforce planning, and talent management practices.
• Strong analytical and problem-solving skills with the ability to interpret workforce data and recommend effective solutions.
• Ability to manage complex employee relations matters with sound judgment, professionalism, and confidentiality.
• Strong organizational and project management skills with the ability to balance competing priorities across multiple business areas.
• Commitment to continuous improvement, collaboration, and the development of high-performing teams.

Office

At ACRT Services we prefer in-person employee interaction, and we rely on collaboration among groups to be successful and agile, which means we expect work in the office to continue as an important part of our company culture and a key to employee success. This position is a remote hybrid role, meaning employees will be required to come into the Ohio office on a weekly or as needed basis.

Standard office equipment will be provided to work in the office and at home- a dedicated space at home to work is also required. Uninterrupted home-based internet is a must in your home to attend and host video calls, along with a minimum bandwidth speed of 20 mbps. If you do not have an in home office space or cannot meet the internet needs, an office space will be provided for you in the company’s Stow, Ohio office.

Additional:

Department & Division: Human Resources

Exempt Status*: Exempt

Reports to**: Senior Director of Human Resources

Works with Inside Company:

• Operating company leadership
• Human Resources leadership and HR Business Partners
• Talent Acquisition team
• Corporate teams
• Field leadership and personnel

Works with Outside Company:

• External consultants and vendors
• Talent development and recruiting partners
• Legal and professional advisors, as necessary

Working Conditions:

• Blend of Office Environment and Remote Environment

Supervisor Responsibilities:

• Assigned HR Business Partners
• Talent Acquisition Manager
• Indirect oversight of recruiting personnel

Physical Requirements:

• Must be able to remain in a stationary position for long periods of time
• Repeat motions that may include the wrists, hands, and/or fingers
• Light work that includes moving objects up to 20 lbs.
• Communication with others to exchange information. Must be able to see, read, write, and speak
• Occasional standing, walking, reaching, stooping, kneeling, crouching

Travel Requirements:

• % of travel time: up to 25%

*This position is classified as exempt based on the job duties. However, based on the FTE, salary level of the employee, or federal/state/local laws, the employee may be classified as non-exempt.

**The company reserves the right to make changes to the reporting structure for this position due to business needs.

We are an Equal Employment/Affirmative Action employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state, or local law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at hr@acrtinc.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address.

The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Company: ACRT, Inc.