Senior Director, Talent Acquisition

Lead the talent engine behind Bohler’s growth.

Bohler is growing—and we're looking for a Senior Director, Talent Acquisition who can build a recruiting organization capable of growing with us.

This is bigger than leading a typical corporate recruiting team or overseeing a portfolio of open positions. You’ll have the opportunity to shape how a national land development professional services firm plans for, attracts and hires talent across a broad and diverse geography.

You’ll lead the strategy, operating model, team structure, technology, capacity planning and performance of our national Talent Acquisition function.

And you’ll have a key voice at the table with the leaders making decisions about where Bohler goes next.

What makes this role different

We’re not looking for someone to simply keep the recruiting machine running.

We want someone who will look at the machine and work with all of the internal teams necessary to continually assess and improve our talent acquisition strategy.

You’ll lead a team that includes divisional TA leaders, early-career and emerging talent, executive and leadership search, TA operations, sourcing and coordination. You’ll continually assess how that organization should evolve as hiring demand, talent markets and business priorities change.

You’ll own the relationship between hiring demand and recruiting capacity - making sure we have the right resources focused on the right work, while bringing guidance to how we prioritize and manage opportunities.

And you’ll bring a stronger operating rhythm to Talent Acquisition, using data and market intelligence to give business leaders a clear picture of:

• Where our talent pipelines are strong - and where they're thin
• Where to allocate resources
• Which roles require proactive sourcing before they become urgent
• Where candidates are getting stuck in the process
• How compensation and market conditions are affecting our ability to hire
• What we're spending to hire talent and what ROI we're able to achieve

The goal isn't more recruiting metrics. It's better business decisions.

You’ll help influence how we find talent.

Bohler doesn't rely on applicants finding us.

You’ll work with the TA leadership to mold talent strategy around the roles and markets that matter most - developing talent maps, targeted sourcing campaigns, referral and alumni channels, competitor intelligence and relationships with high-value talent communities.

You’ll partner with Marketing to strengthen our employer brand and recruitment marketing at the market and office level, and you’ll help ensure that our candidate experience reflects who Bohler is.

You’ll have a voice in how the business plans for talent.

Reporting to the Chief People Officer and serving on Bohler's OneHR Leadership Team, you'll partner with Division Managing Partners, regional and branch leaders, HR Business Partners, Finance, Growth, Total Rewards, Marketing and Organization & Talent Development.

You’ll bring the talent-market perspective into workforce planning, not after a position opens, but before the need becomes a requisition.

You’ll help leaders understand what the market will realistically support, where we need to move faster, where we need to rethink an approach, and where compensation or process may be getting in our way.

You’ll also own the TA budget and vendor relationships across our recruiting technology, sourcing resources and external search partners.

What we're looking for

We're looking for a seasoned TA leader who has moved beyond simply managing requisitions and knows how to grow and operate a recruiting function.

You likely bring:

• 12+ years of talent acquisition experience, including 5+ years leading through TA managers
• A track record of building, developing and scaling recruiting teams
• Experience in professional services, engineering, architecture, construction or another project-driven environment
• Experience recruiting technical, licensed or highly specialized professional talent
• Strong experience with recruiting operations, capacity planning, segmentation and requisition governance
• Ownership of an ATS and recruiting CRM, ideally including a system implementation or migration
• The ability to turn recruiting data into meaningful business insight
• Experience managing budgets, vendors, technology and external search partners
• The credibility to challenge a senior business leader when the market or data says something different
• A bachelor's degree, military experience or equivalent professional experience

Bonus points for experience with:

• Early-career and university recruiting at scale
• Internship-to-full-time conversion programs
• Workforce planning connected to financial plans
• People analytics
• AI and emerging recruiting technology