Talent Manager Jobs in New Jersey
Talent Manager jobs in New Jersey are consistently active, with demand concentrated in entertainment and media, corporate human resources, and talent acquisition across the state's dense corridor of Fortune 500 headquarters and major staffing firms. Most hiring flows through Newark, Jersey City, and Princeton, where employers like Johnson & Johnson, Prudential Financial, and NBCUniversal maintain large operations. The most sought-after specializations are corporate talent acquisition, artist and entertainment management, and HR business partner roles bridging recruitment with workforce planning, at levels from coordinator through director. Find a role that fits below and apply directly.
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SUMMARY
The Talent Acquisition Manager is responsible for managing a high volume of complex recruitment activity across multiple business areas, including specialized and senior-level roles. This role partners closely with hiring managers, HR Business Partners, HR Centers of Excellence, and external stakeholders to deliver a consistent, high-quality recruiting and candidate experience. In addition to full-cycle recruitment, this position serves as a senior subject matter expert within Talent Acquisition, supporting TA metrics and reporting, process optimization, training documentation, employer branding activities, and the adoption of recruiting best practices across the team. The role also manages key Talent Acquisition vendor relationships, including retained and contingent search firms, job board partners, background screening providers, and other recruiting vendors, ensuring effective service delivery and alignment with business needs.
MAJOR RESPONSIBILITIES
- Manages full-cycle recruitment for a high volume of open requisitions across multiple business areas, including complex, specialized, and senior-level roles. Partners with hiring managers and HR stakeholders to understand business needs, define role requirements, develop sourcing approaches, assess candidates, and support timely hiring decisions.
- Owns Talent Acquisition reporting, metrics, and feedback programs, including time-to-fill, time-to-start, requisition status, pipeline activity, recruiter workload, source effectiveness, quality of hire, and other key performance indicators. Regularly monitors recruiting capacity, requisition volume, and workload trends, providing data-driven recommendations to Talent Acquisition leadership regarding resource needs, hiring prioritization, recruiting timelines, and requisition planning. Oversees hiring manager surveys, quality of hire assessments in partnership with the company's survey provider, and Talent Acquisition-related engagement survey action planning. Prepares recurring updates and insights for Talent Acquisition leadership and the Vice President of Human Resources, identifying trends, risks, and opportunities to improve recruiting outcomes, stakeholder satisfaction, and the overall talent acquisition experience.
- Serves as a steward of Talent Acquisition processes, documentation, and tools. Maintains recruiting playbooks, standard operating procedures, training materials, templates, shared files, and process documentation while identifying opportunities to improve efficiency, consistency, compliance, and stakeholder experience.
- Acts as a senior subject matter expert and role model for the Talent Acquisition team. Provides guidance, coaching, knowledge sharing, and best-practice support to recruiters and other team members, while helping onboard new team members and reinforce consistent recruiting practices.
- Builds and maintains strong partnerships with hiring managers, HR Business Partners, Compensation, Legal, HR Operations, and other stakeholders involved in the recruiting process and candidate experience. Provides guidance on recruiting timelines, market considerations, interview process, candidate communication, and selection best practices.
- Contributes to talent pipeline development, employer branding, and recruitment marketing initiatives by partnering with Talent Acquisition leadership, Talent Management, internal stakeholders, and external vendors. Leverages recruiting data and workforce trends to support candidate attraction efforts, early career recruiting, internal mobility discussions, and initiatives that strengthen Subaru's internal and external talent pipelines.
- Supports and monitors candidate and hiring manager experience best practices by ensuring timely communication, clear expectations, inclusive practices, consistent follow-through, and practical improvements to the recruiting process.
- Manages day-to-day relationships with talent acquisition vendors and external partners, including background check, staffing, recruitment marketing, relocation, assessment, and other recruiting-related vendors as assigned. Coordinates vendor communication, issue resolution, process alignment, service delivery, and recommendations for continuous improvement.
ADDITIONAL RESPONSIBILITIES
- Ensures recruiting practices comply with applicable employment laws, company policies, Equal Employment Opportunity requirements, federal contractor obligations, and ethical selection practices. Maintains accurate documentation and supports consistent, compliant hiring processes.
- Develops and delivers candidate interviewing and selection training to all relevant stakeholders, monitoring adherence to training requirements and best practices.
REQUIRED SKILLS & PERSONAL QUALIFICATIONS
- Strong full-cycle recruiting experience across multiple functions, career levels, and role types, including specialized and senior-level hiring.
Ability to manage a high requisition load while maintaining quality, responsiveness, candidate experience, and attention to detail.
Strong relationship-building skills with the ability to partner effectively with hiring managers, HR Business Partners, HR Centers of
Excellence, vendors, candidates, and TA team members.
Demonstrated ability to maintain, analyze, and present recruiting metrics such as time-to-fill, time-to-start, requisition status, pipeline health, source effectiveness, and recruiter workload.
Demonstrated ability to improve recruiting processes, workflows, tools, documentation, standard operating procedures, and shared knowledge resources.
Ability to serve as a senior subject matter expert and role model by providing guidance, coaching, knowledge sharing, onboarding support, and best-practice reinforcement to team members.
Experience supporting or managing vendor relationships and coordinating with external recruiting-related partners to resolve issues and improve service delivery.
Knowledge of talent acquisition best practices, including sourcing, screening, interviewing, selection, inclusive hiring, candidate experience, and offer process support.
Experience developing or maintaining recruiting-related training, resources, templates, and guidance for hiring managers, interview teams, HR partners, and TA team members.
Ability to support employer branding, recruitment marketing, campus, intern, contractor, or other talent programs as assigned.
Knowledge of relevant employment laws, regulations, EEO requirements, compliance obligations, and ethical hiring practices.
EDUCATION & EXPERIENCE REQUIREMENTS: Bachelor's Degree preferred or H.S. Diploma with equivalent years of experience preferred. At least 8-10 years of progressive talent acquisition, human resources, recruiting operations, or related experience, including experience managing complex searches, high requisition volume, senior-level recruitment, recruiting process improvement, metrics/reporting, vendor partnership, and stakeholder engagement required.
WORK EXPERIENCE
- Office Location: Camden, NJ apart of the Greater Philadelphia Area (Philly)
- Hybrid Role: Hybrid Role - Remote work 2 days per week (after 90 days) [Wednesdays & Fridays]
- Travel: 25% Domestic
COMPENSATION: The recruiting base salary range for this full-time position is $120,000 - $140,000 / year. Within the range, individual pay is determined by factors, including job-related skills, experience, and relevant education or training. Additionally, this role is bonus-eligible , with a target bonus percentage that provides an opportunity to earn even more based on your performance. (Internal Job Grade: M1)
WHY JOIN US? In addition to competitive salary, Subaru offers an amazing benefits package that includes:
Total Rewards & Benefits:
- Medical, Dental, Vision Plans
- Pension, Profit Sharing, and 401K Match Offerings
- 15 Vacation days, 5 Floating Holidays, 5 Sick days, and 9 Company Holidays
- Tuition Reimbursement Program: $15,000 yearly benefit
- Vehicle Discount Programs
Learning & Development:
- Professional growth and development opportunities
- Direct partnership with senior leadership
- Formal Mentorship Program
- LinkedIn Learning License
Visit our careers landing page for additional information about our compensation and benefit programs.
Love. It’s what makes Subaru, Subaru®. As a leading auto brand in the US, we strive to be More Than a Car Company®. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That’s what we call our Subaru Love Promise®.
Subaru is a globally renowned automobile manufacturer known for its commitment to innovation, safety, and sustainability. With a rich history dating back to 1953, Subaru has consistently pushed the boundaries of automotive engineering to deliver vehicles that offer not only exceptional performance but also a unique blend of utility and adventure.
Subaru's company culture is built on collaboration, diversity, and a shared passion for our product. We foster an inclusive environment that encourages employees to bring their unique perspectives and talents to the table. Our team members are driven by a common goal: to create exceptional vehicles that inspire and delight our customers.
SUMMARY
The Talent Acquisition Manager is responsible for managing a high volume of complex recruitment activity across multiple business areas, including specialized and senior-level roles. This role partners closely with hiring managers, HR Business Partners, HR Centers of Excellence, and external stakeholders to deliver a consistent, high-quality recruiting and candidate experience. In addition to full-cycle recruitment, this position serves as a senior subject matter expert within Talent Acquisition, supporting TA metrics and reporting, process optimization, training documentation, employer branding activities, and the adoption of recruiting best practices across the team. The role also manages key Talent Acquisition vendor relationships, including retained and contingent search firms, job board partners, background screening providers, and other recruiting vendors, ensuring effective service delivery and alignment with business needs.
MAJOR RESPONSIBILITIES
- Manages full-cycle recruitment for a high volume of open requisitions across multiple business areas, including complex, specialized, and senior-level roles. Partners with hiring managers and HR stakeholders to understand business needs, define role requirements, develop sourcing approaches, assess candidates, and support timely hiring decisions.
- Owns Talent Acquisition reporting, metrics, and feedback programs, including time-to-fill, time-to-start, requisition status, pipeline activity, recruiter workload, source effectiveness, quality of hire, and other key performance indicators. Regularly monitors recruiting capacity, requisition volume, and workload trends, providing data-driven recommendations to Talent Acquisition leadership regarding resource needs, hiring prioritization, recruiting timelines, and requisition planning. Oversees hiring manager surveys, quality of hire assessments in partnership with the company's survey provider, and Talent Acquisition-related engagement survey action planning. Prepares recurring updates and insights for Talent Acquisition leadership and the Vice President of Human Resources, identifying trends, risks, and opportunities to improve recruiting outcomes, stakeholder satisfaction, and the overall talent acquisition experience.
- Serves as a steward of Talent Acquisition processes, documentation, and tools. Maintains recruiting playbooks, standard operating procedures, training materials, templates, shared files, and process documentation while identifying opportunities to improve efficiency, consistency, compliance, and stakeholder experience.
- Acts as a senior subject matter expert and role model for the Talent Acquisition team. Provides guidance, coaching, knowledge sharing, and best-practice support to recruiters and other team members, while helping onboard new team members and reinforce consistent recruiting practices.
- Builds and maintains strong partnerships with hiring managers, HR Business Partners, Compensation, Legal, HR Operations, and other stakeholders involved in the recruiting process and candidate experience. Provides guidance on recruiting timelines, market considerations, interview process, candidate communication, and selection best practices.
- Contributes to talent pipeline development, employer branding, and recruitment marketing initiatives by partnering with Talent Acquisition leadership, Talent Management, internal stakeholders, and external vendors. Leverages recruiting data and workforce trends to support candidate attraction efforts, early career recruiting, internal mobility discussions, and initiatives that strengthen Subaru's internal and external talent pipelines.
- Supports and monitors candidate and hiring manager experience best practices by ensuring timely communication, clear expectations, inclusive practices, consistent follow-through, and practical improvements to the recruiting process.
- Manages day-to-day relationships with talent acquisition vendors and external partners, including background check, staffing, recruitment marketing, relocation, assessment, and other recruiting-related vendors as assigned. Coordinates vendor communication, issue resolution, process alignment, service delivery, and recommendations for continuous improvement.
ADDITIONAL RESPONSIBILITIES
- Ensures recruiting practices comply with applicable employment laws, company policies, Equal Employment Opportunity requirements, federal contractor obligations, and ethical selection practices. Maintains accurate documentation and supports consistent, compliant hiring processes.
- Develops and delivers candidate interviewing and selection training to all relevant stakeholders, monitoring adherence to training requirements and best practices.
REQUIRED SKILLS & PERSONAL QUALIFICATIONS
- Strong full-cycle recruiting experience across multiple functions, career levels, and role types, including specialized and senior-level hiring.
Ability to manage a high requisition load while maintaining quality, responsiveness, candidate experience, and attention to detail.
Strong relationship-building skills with the ability to partner effectively with hiring managers, HR Business Partners, HR Centers of
Excellence, vendors, candidates, and TA team members.
Demonstrated ability to maintain, analyze, and present recruiting metrics such as time-to-fill, time-to-start, requisition status, pipeline health, source effectiveness, and recruiter workload.
Demonstrated ability to improve recruiting processes, workflows, tools, documentation, standard operating procedures, and shared knowledge resources.
Ability to serve as a senior subject matter expert and role model by providing guidance, coaching, knowledge sharing, onboarding support, and best-practice reinforcement to team members.
Experience supporting or managing vendor relationships and coordinating with external recruiting-related partners to resolve issues and improve service delivery.
Knowledge of talent acquisition best practices, including sourcing, screening, interviewing, selection, inclusive hiring, candidate experience, and offer process support.
Experience developing or maintaining recruiting-related training, resources, templates, and guidance for hiring managers, interview teams, HR partners, and TA team members.
Ability to support employer branding, recruitment marketing, campus, intern, contractor, or other talent programs as assigned.
Knowledge of relevant employment laws, regulations, EEO requirements, compliance obligations, and ethical hiring practices.
EDUCATION & EXPERIENCE REQUIREMENTS: Bachelor's Degree preferred or H.S. Diploma with equivalent years of experience preferred. At least 8-10 years of progressive talent acquisition, human resources, recruiting operations, or related experience, including experience managing complex searches, high requisition volume, senior-level recruitment, recruiting process improvement, metrics/reporting, vendor partnership, and stakeholder engagement required.
WORK EXPERIENCE
- Office Location: Camden, NJ apart of the Greater Philadelphia Area (Philly)
- Hybrid Role: Hybrid Role - Remote work 2 days per week (after 90 days) [Wednesdays & Fridays]
- Travel: 25% Domestic
COMPENSATION: The recruiting base salary range for this full-time position is $120,000 - $140,000 / year. Within the range, individual pay is determined by factors, including job-related skills, experience, and relevant education or training. Additionally, this role is bonus-eligible , with a target bonus percentage that provides an opportunity to earn even more based on your performance. (Internal Job Grade: M1)
WHY JOIN US? In addition to competitive salary, Subaru offers an amazing benefits package that includes:
Total Rewards & Benefits:
- Medical, Dental, Vision Plans
- Pension, Profit Sharing, and 401K Match Offerings
- 15 Vacation days, 5 Floating Holidays, 5 Sick days, and 9 Company Holidays
- Tuition Reimbursement Program: $15,000 yearly benefit
- Vehicle Discount Programs
Learning & Development:
- Professional growth and development opportunities
- Direct partnership with senior leadership
- Formal Mentorship Program
- LinkedIn Learning License
Visit our careers landing page for additional information about our compensation and benefit programs.
Love. It’s what makes Subaru, Subaru®. As a leading auto brand in the US, we strive to be More Than a Car Company®. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That’s what we call our Subaru Love Promise®.
Subaru is a globally renowned automobile manufacturer known for its commitment to innovation, safety, and sustainability. With a rich history dating back to 1953, Subaru has consistently pushed the boundaries of automotive engineering to deliver vehicles that offer not only exceptional performance but also a unique blend of utility and adventure.
Subaru's company culture is built on collaboration, diversity, and a shared passion for our product. We foster an inclusive environment that encourages employees to bring their unique perspectives and talents to the table. Our team members are driven by a common goal: to create exceptional vehicles that inspire and delight our customers.
See All 9 Talent Manager Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
Find Talent Manager JobsTalent Manager Jobs by City in New Jersey
Where New Jersey roles are concentrated, by current openings.
Talent Manager Job Market in New Jersey
A snapshot from current New Jersey openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Waste Management & Environmental Services
What New Jersey Employers Look For
The qualifications that appear most often in talent manager jobs across New Jersey.
- Bachelor's degree in human resources, business administration, or a closely related field
- Three or more years of talent acquisition, HR, or entertainment management experience
- Proficiency with applicant tracking systems such as Workday, Greenhouse, or iCIMS
- Demonstrated experience building and managing relationships with candidates and hiring managers
- Strong knowledge of New Jersey and federal employment law and hiring compliance standards
- PHR, SHRM-CP, or equivalent HR certification preferred by many New Jersey employers
Talent Manager Jobs in New Jersey: Frequently Asked Questions
How do you become a talent manager in New Jersey?
Most talent manager roles in New Jersey require a bachelor's degree in human resources, business, or communications, followed by experience in recruiting, HR coordination, or talent operations. New Jersey does not issue a state license specifically for talent managers, but employers in the corporate sector strongly favor candidates with SHRM-CP or PHR certification. Entry into entertainment talent management typically starts through agency assistant or coordinator roles at firms based in the Newark or New York metro area.
How much do talent managers make in New Jersey?
Talent managers in New Jersey earn a median of about $81,190 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $33,160 for the lowest 10% to over $166,370 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent managers in New Jersey?
Employers hiring talent managers in New Jersey right now include Freshpet, Korn Ferry, and Robert Half, based on current listings on Migrate Mate as of August 2026. New Jersey's concentration of pharmaceutical, financial services, and media companies means demand is especially consistent along the Route 1 and I-78 corridors where many of these headquarters are clustered.
Which New Jersey cities have the most talent manager jobs?
Asbury, Camden, and Summit have the most talent manager openings in New Jersey. Newark and Jersey City generate the highest volume because of their proximity to major corporate campuses and the broader New York media and finance market, while Princeton draws openings from the pharmaceutical and technology firms headquartered along the Route 1 research corridor.
Are there remote talent manager jobs in New Jersey?
Yes, and more than many roles, because much of the work involves virtual sourcing, video interviews, and ATS management that can be done from anywhere. About 67% of talent manager openings tied to New Jersey are remote or hybrid as of August 2026, reflecting how widely employers have accepted distributed recruiting teams. The most fully remote positions tend to be in corporate talent acquisition rather than entertainment or on-site HR business partner roles.
How can I get hired as a talent manager in New Jersey with little or no experience?
The most realistic entry path is an HR coordinator or recruiting coordinator role at one of New Jersey's large corporate employers, where companies like Cognizant, Merck, and Conduent routinely post associate-level openings. From there, lateral moves into talent acquisition specialist positions are common. A SHRM student membership and completion of the SHRM Essentials program gives early-career candidates a measurable credential edge that New Jersey corporate HR teams recognize when reviewing entry-level applications.
Where can I find and apply to talent manager jobs in New Jersey?
You can find and apply to talent manager jobs in New Jersey on Migrate Mate, which lists current openings from employers actively hiring in the state. Find roles that match your background and experience level and apply directly through each listing.
See All 9 Talent Manager Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
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