Vice President Talent Acquisition

Seeking a Vice President, Talent Acquisition to lead and modernize an enterprise recruiting function for a complex, fast‑paced organization. This senior leader will shape talent acquisition strategy across corporate, specialized, executive, temporary, and early‑career hiring while building the systems, processes, and leadership capability needed to support ongoing growth. This is a hybrid role based in Manhattan . NYC Metro Area candidates only. Relocation is NOT available. Position Summary The VP of Talent Acquisition will oversee enterprise recruiting strategy, operating effectiveness, team leadership, and recruiting innovation. This person will partner closely with executive and HR leadership to align hiring plans with business priorities, improve execution across teams, and create a more data‑driven, scalable, and forward‑looking talent acquisition model. What You’ll Lead Set the vision and multi‑year roadmap for talent acquisition across full‑time, executive, temporary, and specialty hiring. Advise senior leaders on hiring strategy, talent market conditions, organizational needs, and workforce tradeoffs. Prioritize recruiting resources across competing business demands and high‑impact searches. Build consistent standards for candidate experience, interviewing, assessment quality, and hiring process discipline. Translate business growth plans into practical recruiting strategies, timelines, and execution models. Use market intelligence and hiring data to guide decisions related to talent availability, search feasibility, and organizational capability gaps. Operational Leadership Oversee the talent acquisition operating model, including team structure, service delivery, escalation paths, and accountability. Establish performance metrics and operating reviews across hiring speed, pipeline health, source effectiveness, quality, and experience. Partner cross‑functionally with HR, Finance, Legal, Operations, and systems stakeholders to maintain compliant, scalable hiring practices. Lead vendor strategy, external partnerships, and recruiting‑related investments. Lead and develop a team of talent acquisition leaders, managers, and recruiters through clear goals, coaching, and accountability. Strengthen organizational capability through succession planning, leadership development, and thoughtful team design. Drive change management across recruiting transformation initiatives, including process, structure, and technology adoption. Technology & Innovation Own the recruiting technology and innovation roadmap, including ATS, CRM, sourcing tools, analytics, automation, and AI‑enabled solutions. Evaluate new tools and workflows with a focus on business value, user adoption, data quality, governance, and risk. Partner with Learning and Development to build capability across recruiter effectiveness, stakeholder influence, data literacy, and responsible technology use. Ideal Background 12+ years of progressive talent acquisition experience in complex, multi‑functional organizations. Significant experience leading leaders, including directors, recruiting managers, or senior talent acquisition professionals. Track record of building enterprise recruiting strategy, operating models, and measurable performance standards. Strong executive presence with experience influencing senior stakeholders and navigating competing business priorities. Expertise in recruiting analytics, workforce planning, executive search, contingent talent, and vendor management. #J-18808-Ljbffr 24 Seven Talent