Director Talent Acquisition

Job Description

Job Description:\n\nPosition Overview: The Director of Talent Acquisition is responsible for developing and leading the company’s overall talent acquisition strategy, recruiting function, and workforce planning initiatives. This position provides strategic leadership for the company’s recruiting organization, oversees the development and execution of scalable recruiting processes, and partners with executive leadership and business leaders to ensure the organization has the talent needed to support current operations and future growth. The Director will lead the Talent Acquisition team, establish recruiting strategies and priorities, develop proactive talent pipelines, oversee recruiting performance and analytics, and ensure a consistent and effective candidate experience across the organization. The position will also maintain executive-level oversight of the company’s Applicant Tracking System, Affirmative Action Plan, OFCCP compliance, recruiting processes, and employment-related talent data. This is a strategic and hands-on leadership role. The Director is responsible for leading the company’s overall Talent Acquisition strategy while personally participating in full-cycle recruiting across all levels of the organization. The Director will directly recruit for positions ranging from entry-level, hourly, field, and operational roles through professional, technical, management, and executive positions. The ideal candidate is an experienced talent acquisition leader who can operate strategically while remaining close to the business and recruiting process. This individual must be comfortable working in a fast-paced, continually evolving environment and possess the ability to build structure, processes, and recruiting capabilities as the organization grows. Qualifications · Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. · 10+ years of progressive recruiting or talent acquisition experience, including significant experience leading a Talent Acquisition function. · 5+ years of experience managing and developing recruiting teams, preferably with responsibility for multiple recruiters or recruiting functions. · 5+ years of direct experience managing OFCCP and affirmative action compliance, including responsibility for the development, implementation, maintenance, and administration of a written Affirmative Action Plan (AAP). · Demonstrated experience developing and executing enterprise-level talent acquisition strategies. · Demonstrated experience with workforce planning, recruiting analytics, talent pipelines, and recruiting performance management. · Proven experience managing full-cycle recruiting across multiple functions and levels of an organization. · Proven experience recruiting technical, professional, operational, field-based, and/or leadership positions. · Demonstrated ability to personally recruit difficult-to-fill and high-priority positions. · Demonstrated experience developing passive candidate pipelines and proactive sourcing strategies. · Demonstrated ownership of an organization's Affirmative Action Plan, including responsibility for the written plan, required analyses, implementation, compliance monitoring, recordkeeping, and preparation for OFCCP audits or compliance evaluations. · Experience overseeing Applicant Tracking Systems and establishing processes to ensure accurate applicant data, disposition codes, candidate status, selection activity, referral sources, and other required recruiting information. · Strong analytical skills with the ability to evaluate recruiting data, applicant flow, selection rates, workforce demographics, hiring trends, and other employment data. · Experience developing recruiting dashboards, executive-level reporting, KPIs, forecasts, and workforce analytics. · Demonstrated ability to translate complex regulatory requirements into practical policies, procedures, training, and operational controls. · Strong understanding of employment practices, recruiting compliance, affirmative action, OFCCP requirements, and fair hiring practices. · Demonstrated ability to partner effectively with executive leadership and senior business leaders. · Excellent communication, interviewing, negotiation, organizational, strategic-thinking, and relationship-management skills. · Demonstrated ability to lead through change, establish structure in evolving environments, and develop scalable processes as the organization grows. Preferred Experience · Experience leading Talent Acquisition within construction, engineering, utilities, energy, infrastructure, manufacturing, or other technical industries. · Experience recruiting highly specialized technical, engineering, field-based, or operational positions. · Experience leading recruiting across multiple geographic markets. · Experience building or scaling a Talent Acquisition function in a growing organization. · Experience supporting significant organizational growth, expansion, acquisitions, or workforce transformation. · Experience partnering directly with executive leadership on workforce planning and strategic hiring. · Experience with UKG Ready, LinkedIn Recruiter, Indeed, or similar recruiting and HR technology platforms. · Experience using recruiting analytics and workforce data to improve hiring outcomes, recruiting capacity, and recruiter productivity. Core Competencies · Talent Acquisition Strategy · Executive Leadership & Influence · Talent Acquisition Team Leadership · Workforce Planning · Full-Cycle Recruiting · Strategic Sourcing · Pipeline Development · Recruiting Analytics & Forecasting · OFCCP & Affirmative Action Compliance · ATS Governance · Hiring Manager & Executive Partnership · Employer Branding · Talent Market Intelligence · Process & Organizational Development · Change Leadership · Strategic Problem Solving · Communication & Influence · Organization & Prioritization · Candidate Relationship Management Performance Measures Success in this position will be measured through a combination of strategic talent acquisition performance, organizational growth support, recruiting outcomes, compliance, and operational effectiveness, including: · Achievement of company-wide recruiting and workforce objectives. · Ability to develop and execute talent acquisition strategies aligned with business growth. · Strength and depth of proactive candidate pipelines for critical positions. · Successful recruitment and retention of high-quality talent. · Reduction in time-to-fill for priority and difficult-to-fill positions. · Recruiter productivity, performance, development, and retention. · Hiring-manager and executive leadership satisfaction. · Effectiveness and diversification of sourcing channels. · Quality and usefulness of recruiting analytics and workforce forecasting. · Offer acceptance rates and candidate experience. · Successful implementation of recruiting process and technology improvements. · Accuracy and integrity of ATS and recruiting data. · Successful maintenance of the company's Affirmative Action Plan and OFCCP compliance program. · Successful preparation for and response to OFCCP audits, evaluations, or information requests. · Ability to scale the Talent Acquisition function to support company growth. · Development of a high-performing, accountable, and scalable Talent Acquisition organization. Physical Requirements · Ability to sit and work at a computer for extended periods of time. · Ability to regularly use a computer, keyboard, mouse, telephone, and other standard office equipment. · Ability to communicate effectively in person, by telephone, and through video conferencing. · Ability to read and review information displayed on computer screens and in printed materials. · Ability to frequently perform repetitive hand and wrist movements associated with keyboarding and computer use. · Ability to occasionally stand, walk, bend, reach, and move throughout an office or work environment. · Ability to attend meetings, interviews, recruiting events, career fairs, and other company or industry events as required. · Ability to occasionally travel to company locations, recruiting events, educational institutions, conferences, or other talent-related activities. · Ability to lift and carry office materials or equipment weighing up to approximately 20 pounds on an occasional basis. · Ability to perform the essential functions of the position with or without reasonable accommodation. Mental & Cognitive Requirements · Ability to manage multiple open positions, candidates, recruiters, and competing priorities simultaneously. · Strong organizational skills and ability to effectively prioritize work based on business needs and recruiting urgency. · Ability to analyze recruiting metrics, identify trends, and translate data into actionable recommendations. · Strong attention to detail and accuracy when reviewing candidate information, recruiting records, reports, and employment documentation. · Ability to exercise sound judgment and make decisions regarding candidate qualifications, recruiting strategies, sourcing methods, and hiring priorities. · Ability to evaluate candidates objectively based on job-related qualifications and established selection criteria. · Ability to maintain confidentiality when handling sensitive candidate, employee, compensation, and company information. · Ability to communicate effectively with candidates, recruiters, hiring managers, executives, and external recruiting partners. · Ability to influence and advise hiring managers while maintaining appropriate recruiting and selection standards. · Ability to remain professional and composed when managing difficult candidates, hiring challenges, competing priorities, or high-volume recruiting demands. · Ability to identify problems, develop solutions, and implement process improvements. · Ability to adapt to changing business needs, hiring priorities, labor-market conditions, and organizational requirements. · Ability to work independently while also providing effective leadership, coaching, and direction to the recruiting team. · Ability to sustain concentration and productivity while performing detailed computer-based work for extended periods. · Ability to work effectively in a fast-paced environment with frequent interruptions and shifting priorities. · Ability to meet deadlines and maintain consistent follow-through on recruiting commitments and department objectives. Work Environment · Primarily office-based professional work environment. · Regular use of computers, telephones, video conferencing, and other business technology. · Frequent interaction with employees, candidates, hiring managers, executives, and external recruiting partners. · Occasional travel may be required for recruiting events, career fairs, company locations, conferences, or other business activities. · Able to work outside normal business hours to accommodate candidate interviews, recruiting events, or urgent hiring needs. · Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position. FLSA Status: Exempt Pay Range: $150-$180,000 Annually Reports To: Vice President, Human Resources Note: This job description is intended to provide a general overview of the responsibilities and qualifications for the Director of Talent Management. The specific duties and requirements may vary depending on the organizations needs. equal employment opportunity. We recruit, employ, train, compensate, and promote without regard to race, religion, color, national origin, age, sex, disability, protected veteran status, or any other basis protected by applicable federal, state, or local law.