Vice President, Talent Acquisition

The Vice President, Talent Acquisition is responsible for building, leading, and continuously improving a centralized Talent Acquisition Center of Excellence (COE) that supports the organization's national workforce strategy. Reporting directly to the Chief People Officer, this executive will establish enterprise recruiting standards, processes, technology, workforce planning capabilities, and talent acquisition teams that enable scalable growth across multiple business units and operating companies. This role will transform recruiting from a decentralized transactional function into a strategic, data‑driven capability that consistently delivers talent across field operations, skilled trades, project management, leadership, and core functions. Primary Duties and Responsibilities: Standardize recruiting processes, systems, metrics, governance, and delivery across the enterprise. Establish enterprise‑wide recruiting operating rhythms, workforce planning processes, and talent acquisition performance metrics. Create scalable recruiting infrastructure capable of supporting rapid growth, acquisitions, geographic expansion, and project mobilization demands. Develop a national recruiting model that effectively balances centralized strategy with regional execution. Implement service level agreements, recruiting dashboards, workforce forecasting tools, and hiring manager accountability measures. Lead the integration of recruiting teams, processes, and technologies resulting from acquisitions or organizational restructuring. Build internal recruiting capability while reducing dependence on external agencies and third‑party recruiting firms. Other duties as assigned. Required Skills and Qualifications: Minimum of 15 years of progressive Talent Acquisition leadership experience. Minimum of 7 years leading national, multi‑location recruiting organizations. Demonstrated success designing, building, and scaling a centralized Talent Acquisition Center of Excellence (COE) supporting multiple business units, regions, or operating companies. Proven experience transforming decentralized recruiting functions into standardized, enterprise‑wide recruiting organizations. Experience implementing recruiting technologies, service delivery models, recruiting metrics, workforce planning processes, and operational governance frameworks. Demonstrated experience leading both virtual and field‑based recruiting teams across multiple states. Experience supporting organizations with significant skilled labor, craft workforce, operational, and leadership hiring needs. Strong analytical capabilities with experience utilizing recruiting metrics and workforce data to drive business decisions. Demonstrated success reducing time‑to‑fill, agency spend, and turnover through strategic recruiting initiatives. Ability to influence and collaborate effectively across all levels of the organization. High level of discretion, professionalism, and confidentiality. Proficiency in Microsoft Office Suite including PowerPoint, Excel, Word, and Teams. Familiarity with various HCM and ATS applications and other related technologies Preferred Skills and Qualifications: Experience supporting private equity‑backed growth platforms or multi‑company operating structures. Experience supporting organizations exceeding 3,000 employees across multiple geographic regions. Spanish language fluency Experience supporting geographically dispersed or field‑based workforces. Experience supporting organizational transformation, acquisitions, or restructuring initiatives. Experience with iCIMS, UKG, Dayforce, Workday, Taleo Additional Information: Role will regularly interact with executive leadership and senior operational leaders. Position may require occasional support outside normal business hours due to operational or communication needs. Strong business acumen and operational awareness are critical to success in this role. Ability to work effectively in fast‑changing, growth‑oriented environments is essential. This role will support enterprise‑wide strategic initiatives and confidential business matters. Travel Requirements: The preferred location for this role may be either Dallas‑Fort Worth TX or Richmond VA with minimal travel expected. An alternate location may be Columbus or Cincinnati OH. If located on site may include up to 20% travel across the US. Relocation support may be considered. If remote, must be located within an easy travel distance from our key locations. Travel may be up to 50%. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Temp-Con, Inc.