Director, Executive Talent Acquisition

The Director, Executive Talent Acquisition is responsible for leading the identification, attraction, assessment, and hiring of executive, senior leadership, and business-critical talent across the enterprise. Reporting to the Vice President, Talent Acquisition, this role serves as a strategic partner to the Chief People Officer, President, operating company CEOs, and executive leadership teams to ensure the organization has the leadership talent necessary to support growth, operational excellence, succession planning, and long-term value creation. This role leads a small ream and is responsible for executive search strategy, leadership talent pipelining, executive candidate assessment, and succession-focused recruiting efforts while helping establish a world‑class executive recruiting capability across the organization. The Director will build and maintain proactive talent pipelines for key leadership positions while reducing dependence on retained search firms and strengthening the organization’s ability to attract top talent in highly competitive markets. Primary Duties and Responsibilities Lead executive and senior leadership searches across all operating companies and corporate functions. Manage searches for C-level, Vice President, General Manager, Director, and other critical leadership positions. Partner directly with executive leadership to define talent requirements and hiring strategies. Develop search strategies that identify both active and passive executive talent. Conduct executive-level candidate assessments, interviews, and selection processes. Facilitate executive candidate presentations, interview panels, and final selection activities. Ensure a high‑touch, professional candidate experience throughout the executive hiring process. Build and maintain enterprise‑wide leadership talent pipelines aligned to succession planning priorities. Partner with Human Resources and business leaders to identify future leadership talent needs. Create proactive recruiting strategies for emerging leadership capability gaps. Support workforce planning initiatives related to executive and senior leadership talent. Maintain external market intelligence on leadership talent, compensation trends, and competitive hiring activity. Manage relationships with retained search firms, executive recruiting partners, and talent intelligence providers. Evaluate and optimize external search spend and vendor effectiveness. Determine when external search support is required versus internally managed searches. Negotiate search agreements and monitor vendor performance. Establish standardized executive recruiting processes, assessment methodologies, and governance. Develop executive candidate evaluation frameworks and selection tools. Ensure culture and inclusion considerations are embedded throughout executive hiring processes. Track and report executive recruiting metrics, pipeline health, and search effectiveness. Drive continuous improvement within executive recruiting practices. Required Skills and Qualifications Minimum of 10 years of progressive Talent Acquisition experience. Minimum of 5 years leading executive searches, leadership recruiting, or senior‑level talent acquisition programs. Experience leading high performing Talent Acquisition teams. Experience recruiting executive and senior leadership talent across multiple functions. Experience supporting construction, engineering, industrial services, infrastructure, manufacturing, or related industries. Demonstrated experience leading both virtual and office‑based recruiters across multiple states. Demonstrated success reducing time‑to‑fill, agency spend, and turnover through strategic recruiting. 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, multi‑site, or high‑growth organizations preferred. Experience supporting organizations exceeding 3,000 employees across multiple geographic regions. Spanish language fluency Experience with iCIMS, UKG, Dayforce, Workday etc. 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. 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. If remote, must be located within an easy travel distance from our 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.