At Riboli Family Wines, we've spent over a century perfecting our craft—and we're just getting started. As a four-generation, family-owned winery and one of America's fastest-growing wine producers, we create brands that people genuinely love, including Stella Rosa, Spritz Del Conte, San Simeon, and San Antonio. We've been recognized as American Winery of the Year, but what drives us isn't awards—it's the joy our wines bring to tables, celebrations, and everyday moments. Rooted in California and committed to quality, sustainability, and innovation, we're proud to honor our heritage while shaping the future of winemaking.
Role Summary:
The Talent Acquisition Manager brings both hands-on support and thoughtful leadership to recruiting and talent programs across the organization. This role is responsible for the full talent lifecycle, from attracting and hiring great people to creating a welcoming onboarding experience for new hires, as well as supporting long-term engagement and retention.
Essential Duties & Responsibilities - Current duties may be changed if the job requires and/or additional duties may be assigned if necessary.
- Lead and drive full-cycle recruitment across all levels of the organization.
- Partner with leadership on workforce planning and headcount forecasting to support business growth.
- Develop and maintain strong talent pipelines across functions and geographies.
- Build and leverage diverse sourcing strategies and networks to attract top talent.
- Partner with hiring managers to define role requirements and ensure consistent, effective candidate evaluation.
- Oversee the development and maintenance of clear, aligned job descriptions.
- Provide guidance on compensation, offers, and hiring timelines in alignment with business needs.
- Influence and coach hiring managers on recruiting processes, interview best practices, and hiring decisions.
- Manage relationships with external recruiting partners and agencies.
- Represent the organization in recruiting events, including partnerships with schools and community organizations.
- Use recruiting data and market insights to inform strategy and improve hiring outcomes.
- Identify and implement process improvements to enhance efficiency, scalability, and candidate experience.
- Own and continuously improve onboarding processes to ensure a strong and consistent new hire experience.
- Support and enhance employer branding efforts to attract and engage top talent.
- Partner with HR and leadership to support early tenure success and retention initiatives.
- Ensure compliance with all applicable employment laws, regulations, and company policies.
Education, Experience, & Skills Required:
- Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
- 5+ years of progressive experience in talent acquisition or HR leadership
- Proven experience leading recruiting and onboarding teams in fast-paced or growth-oriented environments
- Demonstrated success improving retention, engagement, and early-tenure outcomes
- Experience owning and optimizing HRIS, ATS, and engagement platforms, including vendor management
- Strong analytical, communication, and leadership skills with the ability to influence at senior levels
- Ability to lead through change and align talent strategies with evolving business needs
- Prior experience with ATS and onboarding platforms is required (e.g., Greenhouse, ADP Workforce Now, LinkedIn Recruiter).
- Bilingual (English/Spanish) is a plus.
- Experience in the beverage, wine, or hospitality industry preferred.
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Pay Range
$95,000—$125,000 USD
At Riboli Family Wines, we are proud to be an equal-opportunity employer and we are committed to an environment of mutual respect, diversity, and inclusion. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, disability, protected veteran status or other characteristic protected by law.
The information provided in this description has been designed to indicate the general nature and level of work performed by incumbents within this job. It is not designed to be interpreted as a comprehensive inventory of all duties, responsibilities, qualifications, and working conditions required of employees assigned to this job. Management has sole discretion to add or modify duties of the job and to designate other functions as essential at any time. This job description is not an employment agreement or contract.
