Sr. Manager, Talent Acquisition - Stores

Job Overview

The Sr. Manager of Talent Acquisition will be responsible for leading the TA strategy, operations, and execution with a focus on skills‑based hiring for new and existing store locations. They will oversee all recruiting activity, ensuring the organization meets workforce demands for rapid growth and expansion.

This leader will drive TA planning, analytics, and process improvement, using data and market insights to shape how talent is sourced, assessed, and hired in partnership with our TA Director. They'll introduce innovative approaches, optimize tools and technology, and strengthen employment branding and candidate experience.

The Sr. Manager will be responsible for leading and developing a remote Field TA team, promoting accountability, performance excellence, and continuous improvement. The role requires strong partnership with HR Business Partners, Operations, and cross‑functional leaders, along with the confidence to influence decisions and respectfully challenge assumptions when needed.

Additionally, this person will ensure effective use of Workday Recruiting, Phenom, recruitment marketing, and vendor partnerships while supporting onboarding strategies that drive early engagement and retention. Ultimately, this leader serves as the steward of enterprise talent acquisition, ensuring the organization has the workforce needed to grow and perform.

We are open to this person working primarily remote, with periodic travel to the Home Office in Manchester, CT and other locations as needed.

At Bob’s Discount Furniture, success in this role is driven by leadership capability, analytical thinking, operational excellence, and the ability to build scalable, skills-based hiring solutions. If you enjoy influencing strategy, developing people, and improving how organizations attract and hire talent, this role offers meaningful impact.

Key Skills for Success

To excel in this role, you will demonstrate strength across the following skill areas:

Core Competencies & Expertise

Talent Acquisition Strategy & Workforce Planning

• Designing and operationalizing scalable, skills-based hiring strategies aligned to business growth and new store expansion

• Applying labor market intelligence, competitive insights, and workforce data to inform hiring plans and sourcing strategies
   

People Leadership & Team Development

• Leading, coaching, and developing high-performing recruiting teams, including remote and field-based employees

• Building leadership bench strength through feedback, mentoring, and career development
   

Analytics, Insights & Decision-Making

• Defining and using TA metrics (e.g., funnel health, quality of hire, retention, time-to-start) to drive continuous improvement

• Leveraging ATS, CRM, and reporting tools (Workday Recruiting, Phenom, Power BI preferred) to translate data into action
   

Stakeholder Partnership & Influence

• Partnering effectively with HR, Operations, and senior leaders as a trusted advisor

• Communicating insights clearly and confidently, including the ability to challenge assumptions and frame trade-offs
   

Process Improvement & Innovation

• Designing efficient, candidate-centric recruiting workflows that reduce friction and improve speed and quality

• Piloting and scaling innovative hiring approaches such as skills-based assessments, recruitment marketing, automation, and talent communities
   

Technology, Tools & Employer Brand

• Optimizing recruiting technology, ensuring adoption, data integrity, and effective use of tools

• Strengthening employment branding and candidate experience across the full hiring lifecycle
   

Onboarding & Early Tenure Outcomes

• Partnering cross-functionally to improve onboarding effectiveness, time-to-productivity, and early retention

• Using feedback mechanisms to continuously refine the new-hire experience
   

Preferred Competencies & Skills

• Experience supporting retail, distribution, or multi-site organizations with high-volume hiring and store opening timelines

• Exposure to broader talent initiatives such as learning & development, performance management, and/or retention strategies

• Experience leading TA transformation, change management, or process redesign initiatives

• Power BI experience and/or process improvement certifications (Lean, Six Sigma)

Who We Are

At Bob’s, we have fun, we love what we do, and we’re growing fast! As one of the leading omni-channel furniture retailers in the country with over 200 stores, we’re committed to creating a workplace that values skills-based hiring, diverse perspectives, and an inclusive culture where everyone can thrive.

How We Will Support Your Success

We know you have many choices when it comes to your career. At Bob’s, we invest in your growth, well-being, and career advancement.

Benefits & Perks

• Competitive Medical, Dental, and Vision Insurance

• Generous paid time off, including vacation, personal days, sick leave, holidays, and your birthday!

• 401(k) Profit Sharing Plan with a generous company match

• Pet Insurance and employer-paid Life Insurance options

• Professional Development: Tuition reimbursement, on-demand learning, and career progression pathways

• Employee Discount starting on Day 1, plus exclusive partner discounts

And so much more!

Our Culture & Core Values

At Bob’s, we believe in fostering a positive, inclusive, and skill-driven work environment. Our core values-Honesty, Integrity, Transparency, Community, Safety, Diversity, Accountability, and Fun—guide everything we do. We’re not just a workplace; we’re a team that supports and celebrates each other!

Minimum Qualifications

• Bachelor’s degree required

• 10+ years of progressive Talent Acquisition experience across diverse role types (field, management, corporate, high-volume)

• 8+ years of people leadership experience with demonstrated success developing high-performing teams

• Strong experience partnering cross-functionally with senior leaders and HR stakeholders

• Strong strategic thinking capability, with the ability to anticipate workforce needs, assess trade-offs, and design forward-looking talent solutions aligned to enterprise growth

• Advanced knowledge of ATS/HRIS systems (Workday preferred) and recruiting technology

• Strong analytical mindset with demonstrated ability to build reports/dashboards, interpret funnel analytics, and make data-driven decisions (Power BI experience preferred)

• Creative and innovative problem-solver—comfortable piloting new approaches, testing, and iterating quickly

• Exceptional written and verbal communication skills; executive presence with the ability to confidently push back and negotiate trade-offs when needed

• Proven ability to manage multiple priorities with urgency, precision, and attention to detail in a fast-moving environment

• Curiosity, growth mindset, and openness to new ways of working and thinking

• Ability to work effectively across diverse teams and perspectives.

• Proficiency in Microsoft Office (Excel, PowerPoint, Word)

• Willingness to travel ~10–15% as needed

• Must be at least 18 years old to be considered for employment with Bob’s

Physical Demands

• Prolonged periods of sitting and working at a computer

• Ability to travel approximately as needed

Expected Base Pay Not Including Potential Commissions, Incentive, Bonus, etc. Opportunities:

It is policy of Bob’s Discount Furniture, Inc., to provide equal employment opportunity to all employees and applicants for employment. No person shall be discriminated against or harassed because of race, religion, color, sex, age, national origin, disability, pregnancy, citizenship, veteran or military status, or any other protected status in accordance with federal, state or local law.

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