Head of Talent Acquisition

The Head of Talent Acquisition at Atlantic Union Bank, will lead the strategic direction, execution and continuous improvement of the organization’s hiring strategies. This role is responsible for building a best-in-class recruitment function that attracts, engages, and hires top talent to drive business success. Partnering with executive leadership and business leaders across the enterprise, this leader will establish and drive the talent acquisition strategy, ensuring workforce readiness, organizational growth, and the development of scalable hiring capabilities aligned with the bank’s long-term business objectives.

Position Accountabilities

• Define and lead the Talent Acquisition vision and roadmap, aligned with the enterprise talent strategy, to deliver against business objectives and ensure the organization has the right talent to support growth, productivity, and long-term performance.
• Provide strategic oversight of end‑to‑end delivery, ensuring timely, high‑quality talent pipelines aligned to business needs while improving speed, quality, cost, and candidate experience.
• Apply strong business acumen to balance organizational priorities, ensuring talent acquisition decisions support business outcomes, operational needs, and strategic growth objectives.
• Influence cross-functional decision-making through compelling storytelling, data-driven insights, and concise executive communications that connect talent strategies and outcomes to broader business objectives.
• Lead, develop, and coach a high-performing team, driving accountability, continuous improvement, and leadership development while ensuring delivery of exceptional hiring outcomes.
• Lead the talent acquisition strategy for geographic expansion initiatives, including new market entry and localized sourcing strategies, ensuring accelerated, high‑quality hiring to support enterprise growth.
• Lead executive and critical leadership searches, delivering a strategic, high‑touch recruitment experience aligned to organizational priorities and succession goals.
• Lead enterprise workforce planning and talent capacity modeling in partnership with Finance, HR, and business leaders to anticipate hiring needs and ensure talent readiness aligned to growth and financial goals.
• Support enterprise succession planning by building proactive internal and external talent pipelines for leadership and specialized roles critical to business continuity and long‑term strategy.
• Continue embedding internal mobility through career pathing and talent marketplaces tools to identify and develop internal talent. Strengthening succession pipelines while reducing reliance on external hiring.
• Develop and manage a scalable model that flexes with changing business needs and hiring demand, utilizing a mix of internal resources, contingent support, and external search partners to ensure capacity.
• Provide strategic oversight of operations, technology platforms, and external vendor partnerships, ensuring performance, audit compliance, and cost-effectiveness while reducing risk.
• Lead the evolution of the operating model, championing change management, standardization, and scalability to support enterprise transformation and sustained business agility.
• Drive operational excellence through scalable processes, governance, and performance measures to ensure efficient, compliant, high‑quality hiring experiences.
• Lead the enterprise digital and talent marketing strategy, including the Employee Value Proposition, to strengthen employer brand and maintain preferred employer status while attracting and retaining priority talent.
• Develop and oversee an employee referral program to drive engagement and increase quality hires.
• Leverage technology, automation, AI, and data analytics to drive operational excellence.
• Develop and oversee enterprise talent acquisition metrics, dashboards, and success standards, delivering executive and board‑level insights and ROI.
• Build external talent networks and market intelligence to inform workforce strategy and hiring decisions.
• Monitor and adapt talent acquisition strategy in response to economic trends, labor market dynamics, and competitive forces, ensuring the organization maintains a forward‑looking and resilient hiring posture.
• Develop and implement effective selection and assessment strategies to ensure data-driven, fair, and predictive hiring decisions.
• Oversee the talent acquisition budget, aligning resource allocation and investment decisions with enterprise financial performance, productivity goals, and disciplined cost management.
• Champion organizational change and transformation initiatives, effectively leading through ambiguity and evolving business priorities while building alignment and commitment across

Organizational Relationship

The Head of Talent Acquisition reports to the Head of Enterprise Talent

Position Qualifications

Education & Experience

• Bachelor's Degree or equivalent work experience required
• 10 years of experience in HR/TA of a 1000+ employee organization
• Proven experience working with Talent Acquisition/Candidate Relationship Management Systems
• Banking and financial services experience preferred

Knowledge & Skills

• Strategic mindset with the ability to evolve the talent acquisition function and drive innovative, forward-thinking recruitment strategies in a dynamic business environment.
• Deep understanding of market dynamics, talent trends, and the competitive landscape to inform data-driven decisions.
• Proven ability to lead and partner with senior leaders and stakeholders to drive a culture of recruiting and enhance talent delivery models.
• Ability to build PowerPoint presentations and concise executive summaries to effectively communicate strategies, insights, and recommendations.
• Consultative approach with the ability to articulate and influence strategies clearly and effectively to various audiences, both internally and externally.
• Strong collaboration and teamwork skills, fostering a unified, high-performance talent acquisition team.
• Expertise in utilizing modern sourcing programs, including direct sourcing, advanced recruitment tools, employee referrals, and diversity-focused initiatives.
• In-depth knowledge of compensation frameworks, recruitment metrics, and continuous improvement processes.
• Strong understanding of employment laws, equal opportunity practices, and HR policies to ensure compliant and equitable hiring.
• Advanced candidate assessment skills, leveraging behavioral interviewing and competency-based frameworks to evaluate candidate potential and alignment.
• Build successful internal relationships that partner on recruitment strategy and methods to ensure support of business goals.

Salary offered will be based on several factors including but not limited to education, work experience, certifications, etc. This position is also eligible to participate in either an applicable incentive compensation plan for the position or a discretionary profit sharing bonus program. General information on our comprehensive benefits package can be found by visiting

We are proud to be an Equal Employment Opportunity employer. We maintain a drug-free workplace.