Talent Acquisition Specialist

Manager Talent Acquisition

Full Time Minnesota Recruiter Job

Wings Financial Credit Union

Wings Financial is seeking an experienced Talent Acquisition Manager to join Minnesota’s largest credit union serving over 300,000 members in MN, WA, MI, GA and FL. The Talent Acquisition Manager will lead the Talent Acquisition team to create impact by building upon and improving our recruitment strategy, processes, branding, metrics, and candidate experience to support our high growth.

Responsibilities will include implementing best practices and creative ideas, leveraging technology and communicating the employee value proposition to attract and hire top talent. This individual will provide leadership and mentoring to our hiring managers and will serve as a trusted partner.

Our ideal candidate will be someone that has a passion for recruiting, with at least 8 years of experience in talent acquisition and proven leadership experience. The candidate should be looking for an opportunity to help achieve Wings' vision of delivering unparalleled total value to the communities we serve through price, experience and people who care.

What You'll Do:

  • Build and execute a talent acquisition strategy that consistently delivers the talent needed in technology, customer-facing positions and staff positions in all markets.
  • Proactively source, recruit, manage offer process, and on-board candidates for key positions.
  • Develop proactive sourcing strategies, leverage appropriate tools and technology, and provide recruiting consultative advisory services for the business.
  • Partner with operations leadership to determine staffing needs within the business and evaluate corresponding resource needs.
  • Oversee processes to ensure adherence with all equal employment opportunity (EEO) legislation and all other federal and state compliance requirements.
  • Responsible for developing, driving and communication of critical metrics and trends.
  • Enhance and promote the Wings Financial employment value proposition.
  • Partner with business leaders to gather input on the process, roles, and responsibilities with emphasis on exploring ways to enhance overall effectiveness, efficiency and sustainability.
  • Utilize internal and external sources to develop competitive intelligence (sourcing methods, hiring practices, salary information, etc.); and leverage that information to develop diverse candidate pipelines.
  • Effectively manage all third-party recruitment partners.

The Ideal candidate will have:

  • Exceptional client relationship skills and demonstrated experience developing consultative relationships with leaders. Goes the extra step for clients and candidates.
  • Proven leadership and management experience.
  • Experience sourcing multiple technology roles with emphasis in the digital space highly desired.
  • Ability to take initiative and successfully handle and prioritize multiple assignments and effectively manage deadlines.
  • Demonstrated ability to easily navigate ambiguity and work well in a process improvement environment.
  • Strong analytical skills and business acumen, with the ability to discern scalable talent.
  • Excellent interpersonal skills with the ability to communicate effectively, both written and verbal.

Pay & Benefits: In addition to a competitive salary, we also offer a comprehensive benefits package to include medical (including company contributions to the HSA), dental, vision, short-and long-term disability insurance, life insurance, and 401(k) with up to a 6%+ company match.

Job Type: Full-time


  • 401(k)
  • 401(k) Matching
  • Medical Insurance
  • Health Savings Account with company contribution
  • Flexible Spending Accounts
  • Dental insurance
  • Vision Insurance
  • Short and Long-Disability Insurance
  • Competitive Paid Time Off
  • Up to 14 Paid Holidays
  • Employee assistance program

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)

To apply click Manager Talent Acquisition


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