Position Summary...
What you'll do...
Role Summary
The Senior Manager Leader is a front-line people leader responsible for coaching TA associates in live hiring situations, translating quarterly business goals into practical hiring plans, and ensuring process discipline across assigned teams. This role builds credibility with Directors and senior business leaders through consistency, preparation, and follow-through.
Key Responsibilities
Translates quarterly business goals into practical hiring plans with clear sequencing.
Coaches TA associates in live hiring situations to improve judgment and execution.
Reviews core hiring metrics weekly and takes corrective action when performance drifts. -
Ensures process discipline and compliance across assigned teams.
Builds credibility with Directors and senior business leaders through consistency and preparation.
Identifies recurring skill gaps within assigned teams based on hiring patterns and delivery pressure
Core Competencies
Enterprise Talent Strategy & Leadership:
The ability to align talent direction to business outcomes and translate enterprise priorities into focused, executable hiring plans.
Translates quarterly business goals into practical hiring plans with clear sequencing.
Re-prioritizes roles when delivery timelines or capacity constraints shift.
Flags hiring risks early (market supply, interview bandwidth, unrealistic timelines).
Keeps the team focused on roles that materially impact delivery.
Partners with the People Partner Team and business leads to validate headcount against actual demand.
People Leadership & Capability Building:
The ability to build, coach, and scale recruiting teams that consistently deliver high-quality hiring outcomes.
Coaches TA associates in live hiring situations to improve judgment and execution.
Provides direct, outcome-focused feedback tied to speed, quality, and calibration.
Runs structured quality reviews and interview calibrations.
Creates accountability around delivery timelines and stakeholder communication.
Manages workload realistically to avoid burnout and quality erosion.
Talent Analytics & Evidence-Based Leadership:
The ability to use recruiting data, market intelligence, and performance signals to guide decisions, challenge assumptions, and improve hiring outcomes.
Reviews core hiring metrics weekly and takes corrective action when performance drifts.
Identifies bottlenecks in sourcing, assessment, or offer stages and works to resolve them.
Ensures data accuracy and reporting discipline within assigned teams.
Uses hiring data to support stakeholder discussions and prioritization.
Recruiting Operating Model & Systems Governance:
The ability to design, improve, and evolve recruiting processes and systems that deliver speed, quality, and consistency at scale.
Ensures process discipline and compliance across assigned teams.
Improves interview flow and decision speed where delays impact hiring.
Partners on tool adoption and workflow clarity. -
Maintains consistency in candidate and hiring manager experience.
Identifies small process improvements that reduce friction.
Executive Advisory & Strategic Influence:
The ability to operate effectively in senior forums, challenge assumptions with evidence, and influence enterprise talent decisions.
Builds credibility with Directors and senior business leaders through consistency and preparation.
Comes to discussions with clear data and practical recommendations.
Pushes back respectfully when hiring expectations are unrealistic.
Follows through on commitments
Future-Ready Workforce Architecture
The ability to assess current and future skill needs, identify structural capability gaps, and align hiring direction to evolving business priorities
Identifies recurring skill gaps within assigned teams based on hiring patterns and delivery pressure.
Flags when role scope or leveling does not match actual business demand.
Highlights when hiring plans exceed realistic team capacity.
Partners with the People Partner Team to clarify capability needs and expectations.
Required Skills:
Real-time coaching and outcome-focused performance feedback.
Hiring plan execution, role sequencing, and workload management.
Process discipline, interview flow optimization, and compliance.
Stakeholder communication with clear data and practical recommendations.
Core hiring metrics analysis and corrective action when performance drifts
Preferred Skills:
Experience partnering with the People Partner Team on headcount validation.
Familiarity with structured quality reviews and interview calibration.
Background in identifying process friction and small improvements.
Experience Expectations:
3-5 years of talent acquisition experience, including team leadership.
Experience coaching recruiting associates and conducting structured quality reviews.
Track record of delivering against hiring plans in a fast-paced environment.
At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more. You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable. For information about PTO, see https://one.walmart.com/notices . Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart (https://one.walmart.com/) .
The annual salary range for this position is $108,000.00 - $216,000.00 Additional compensation includes annual or quarterly performance bonuses. Additional compensation for certain positions may also include :
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Minimum Qualifications...
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Option 1: Bachelor's degree in business, human resources, or related area and 3 years' experience in human resources, talent acquisition, or related area.
Option 2: 5 years' experience in human resources, talent acquisition, or related area.
1 year's supervisory experience or experience leading cross-functional teams.
Preferred Qualifications...
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Human Resources - Professional HR (PHR) CERTIFICATION - Certification
Primary Location...
221 River St, Hoboken, NJ 07030, United States of America
Walmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.
Walmart, Inc. is an Equal Opportunity Employer- By Choice. We believe we are best equipped to help our associates, customers, and the communities we serve live better when we really know them. That means understanding, respecting, and valuing diversity- unique styles, experiences, identities, abilities, ideas and opinions- while being inclusive of all people.
