Staffing Manager
Job ID
Service line
Advisory Segment
Role type

Manages assigned units' staffing operations and programs. Develops recruiting strategies based on line of business hiring needs, facilitates recruiting activities, oversees operational processes, including vendor management, reporting and billing.


Researches most efficient and cost effective measures including all advertising media, job fairs, college recruitment, agencies and internet recruiting to meet staffing needs. Ensures company's staffing policies and procedures are in compliance.

Develops solid relationships with HR and line of business partners to provide a high level of customer service.

Manages the applicant tracking system (ATS), providing for user training and system modification to meet requirements. Oversees requisition management process.

Acts as a primary point of contact to create/maintain relationships with 3rd party vendors such as recruitment advertising agencies, background check vendor, and relocation provider. Ensures service level agreements are met.

Manages development of department metrics, ensuring reporting support. Oversees department process support, ensuring clear communication and accessible reference material through company intranet or other media.

Manages CBRE's relocation program.

Manages the work visa process for all new hires.

Oversees all candidate communications to ensure a positive candidate experience.

Performs other duties as assigned.


Provides formal supervision to individual employees within single functional or operational area. Approves subordinates' recommendations for staff recruitment, selection, promotion, advancement, corrective action and termination. Effectively recommends same for direct reports to next level management for review and approval. Plans and monitors appropriate staffing levels and utilization of labor, including overtime. Prepares and delivers performance appraisal for staff. Mentors and coaches team members to further develop competencies. Leads by example and models behaviors that are consistent with the company's values.


To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


Bachelor's degree (BA/BS) from 4-year college or university in human resources or related field or comparable combination of education and experience. Minimum of 6 years of full lifecycle staffing or recruiting required. Minimum of three years staffing management/supervision required.


Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) preferred.


Ability to comprehend, analyze and interpret the most complex business documents. Ability to respond effectively to the most sensitive issues. Ability to write reports, manuals, speeches and articles using distinctive style. Ability to make effective and persuasive presentations on complex topics to employees, clients, top management and/or public groups. Ability to motivate and negotiate effectively with key employees, top management and client groups to take desired action.


Requires in-depth knowledge of financial terms and principles. Ability to calculate complex figures. Ability to forecast and prepare budgets. Conducts financial/business analysis including the preparation of reports.


Ability to solve advanced problems and deal with a variety of options in complex situations. Requires expert level analytical and quantitative skills with proven experience in developing strategic solutions for a growing matrix-based multi-industry sales environment. Draws upon the analysis of others and makes recommendations that have a direct impact on the company.


Fully competent in specific HR concepts with emphasis on staffing processes, internal HR policies, employment law and interviewing techniques or equivalent demonstrated skills and abilities. Strong personal computer skills using Microsoft Office, Internet software and human resources information system (HRIS) and ATS applications. Demonstrated knowledge of basic human resource functions such as compensation, benefits, employee/labor relations, training and development.


Decisions made with in-depth understanding and interpretation of procedures, company policies and business practices to achieve general results. Responsible for setting department deadlines. Errors in judgment may cause long-term impact to co-workers, supervisor, department and/or line of business.