Talent Acquisition Strategic Sourcing Manager Leads Owens & Minor strategic sourcing efforts to build a robust pipeline of qualified candidates. The ideal candidate is a sourcing expert passionate about identifying and attracting top talent. This role demands a data‑driven approach, strong relationship‑building skills, and a deep understanding of the competitive talent landscape. It works in partnership with the business and human resources teams, including talent management and business partner teams, to develop and execute strategies for attracting and acquiring talent across the organization. Responsibilities Sourcing Strategy Development: develop and implement comprehensive sourcing strategies to attract high‑quality candidates across all levels and departments. Talent Pipelining: build and maintain a proactive pipeline of qualified candidates for current and future hiring needs, ensuring a readily available pool of talent. Market Research & Analysis: conduct thorough research and analysis of the talent market, identifying trends, competitive intelligence, and best practices in sourcing. Metrics & Reporting: track key sourcing metrics, analyze data to measure effectiveness, and provide regular reports on sourcing activities and progress. Team Leadership: lead and mentor a team of talent acquisition teammates, providing guidance, training, and support. Employer Branding: collaborate with the Marketing and HR team to enhance our employer brand and value proposition to attract top talent. Technology Optimization: leverage applicant tracking systems (ATS) and other HR technologies to streamline sourcing workflows and improve efficiency. Stakeholder Management: build strong relationships with hiring managers and HR business partners to understand their hiring needs and provide effective sourcing solutions. Build organizational capability within the Strategic Talent Sourcing and Pipeline team, ensuring top talent is hired and retained. Lead and develop a team of workforce strategy professionals to deliver on the activities and programs described above. Maintain knowledge on current and emerging developments/trends in Talent Acquisition, and support the Talent Management and HR Leadership Team to incorporate new trends and developments in current and future strategies. Skills and Qualifications Strong communication and interpersonal skills: ability to build rapport with candidates and recruiters. Excellent research and analytical skills: ability to identify and assess potential candidates effectively. Proficiency in sourcing tools and technologies: familiarity with ATS, social media platforms, and other recruitment tools. Understanding of recruitment processes and best practices: knowledge of the entire hiring lifecycle. Ability to work independently and as part of a team: flexibility and adaptability in a fast‑paced environment. Experience in talent acquisition or human resources: preferred, but not always required. Minimum education: Bachelor's degree in Human Resources or related field preferred. 5+ years in HR or related experience with or without a degree. 2+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to influence others. Experience with applicant tracking systems (ATS) and other HR technologies. Seniority level: Mid‑Senior level Employment type: Full‑time Job function: Human Resources and Customer Service Industries: Human Resources Services Job ID: #J-*****-Ljbffr #J-18808-Ljbffr