Job Details

Revel Group is a Knoxville-based management company that oversees 30-plus entities, including the outdoor adventure parks Anakeesta (Gatlinburg) and Wildside (Pigeon Forge) as well as a diverse commercial- and residential-property portfolio.

The Talent Acquisition (TA) Manager owns the end-to-end recruiting function for every business line—driving a year-round hiring plan of ±1,000 hires for a seasonal headcount that ranges from ~350 to 650 employees. You'll lead a small team of recruiters, scale our hiring processes, and partner with HR and operations leaders to ensure Revel Group attracts and retains the talent that powers our growth.

Key Responsibilities

-Strategy & Planning

• Build and refresh an annual recruiting roadmap that supports seasonal peaks, new‐project ramps, and long-term workforce plans.
• Set measurable hiring KPIs (time-to-fill, cost-per-hire, quality-of-hire, DEI metrics) and report results quarterly.
• Forecast labor needs across adventure-park operations, food & beverage, maintenance, property management, and corporate roles.

-Team Leadership

• Coach and develop a team of in-house recruiters (currently 3) and seasonal hiring coordinators.
• Allocate requisitions, manage recruiter workload, and establish standardized search best practices.

-Execution & Operations

• Own Paycom ATS configuration, requisition workflow, and candidate pipeline health.
• Design and run high-volume hiring events, campus/outreach programs, and digital recruitment campaigns.
• Partner with Marketing on employer-brand assets (social, video, referral collateral).

-Stakeholder Partnership

• Act as TA business partner to GMs at Anakeesta/Wildside, Property Management leadership, and corporate functional heads.
• Collaborate with HR on workforce planning, compensation benchmarking, and onboarding effectiveness.

-Compliance & Vendor Management

• Ensure all recruiting activities comply with federal/Tennessee EEO, ADA, and child-labor regulations.
• Evaluate and manage external search firms, job boards, and sourcing tools within budget.

Success Metrics (first 12 months)

• Build and refresh annual recruiting roadmap in the first 60 days.
• Reduce average time-to-fill for critical seasonal roles by 20 %.
• Achieve ≥90 % of hires on/before requisition target date.
• Deliver annual cost-per-hire at or below plan while improving quality-of-hire survey score to ≥4/5.
• Establish talent pipeline programs that fill at least 25 % of supervisory openings internally.

Candidate Profile

• Education/Certifications – Bachelor's in HR, Business, or related field; PHR, SHRM-CP, or AIRS certifications preferred.
• Experience – 6–8 years of full-cycle recruiting (2+ in a lead/manager role) in high-volume, multi-site environments such as attractions, hospitality, retail, or property management.
• Proven success designing seasonal or surge-hiring strategies (≥500 roles/yr).
• Strong command of Paycom or comparable ATS/HRIS; advanced Excel or BI reporting skills.
• Working knowledge of federal and Tennessee employment laws.
• Data-driven, creative sourcing mindset; excellent coaching, negotiation, and relationship skills.
• Experience hiring J1s and H2B team members.

Compensation & Benefits

• Target bonus: Up to 10 % of base, tied to hiring and cost metrics.
• Comprehensive Medical/Dental/Vision package, 401(k) with company match, PTO & paid volunteer time.
• Complimentary or discounted access for you and family to Revel-managed parks and attractions.
• Professional development stipend and SHRM/PHR exam reimbursement.

Work Environment

• Hybrid schedule (3 days in Knoxville office/2 days in Gatlinburg) 90-180 days into the role, this can shift to mainly Knoxville based role if desired.
• Occasional travel (≤10 %) to park and property sites during peak recruiting campaigns.
• Fast-paced, entrepreneurial culture where new ideas are encouraged and speed matters.

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