Director - Talent Acquisition

Job Description

Job Description

Overview

Director, Talent Acquisition

STATUS - Full-time, Salaried
FLSA CLASSIFICATION - Exempt
REPORT TO – Chief People Officer
LOCATION - Dallas

JOB DESCRIPTION SUMMARY/OBJECTIVE
The Director of Talent Acquisition is responsible for managing and coordinating company-wide efforts to ensure that talent acquisition goals are met and aligned with ongoing strategic imperatives. This includes ownership of full life cycle recruitment, development of effective sourcing strategies, team leadership, budget management, process and technology optimization, and employment branding across multi-state operations in both gymnastics and swim school operations. In addition, the Director is
also accountable for the numbers behind the work: defining hiring metrics, building recruitment analytics and reporting, and using data to forecast needs, improve outcomes and advise leadership. This ole balances strategic vision with hands-on execution in a fast-paced, growing environment.

Responsibilities

ESSENTIAL FUNCTIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
● Recruitment. In partnership with your team, successful recruitment of full-time, part-time, temporary, contractual and intern talent. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of the hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
● Collaboration. Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring. Collaborate with Marketing and Communications to strengthen employer brand presence across digital, social, and community channels.
● Talent Review Process. Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
● Data Analytics and Insights. Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning). Work closely with the HR Director to collect and coordinate aggregate data for the talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
● Budgeting: Develop and manage the Talent Acquisition department’s annual budget, including vendor management, technology stack, recruitment marketing, and team resources.
● Acquisition Retention. Develop, initiate and maintain effective programs for workforce retention. Build long-term pipelines for key roles through proactive sourcing strategies, partnerships, and internal mobility planning.

● Systems. Implement scalable processes and technologies that improve candidate experience, hiring manager satisfaction, and recruiter efficiency.
● Compliance. Ensure compliance with all legal, regulatory, and internal policies related to employment and recruiting.

SUPERVISORY RESPONSIBILITIES
● Team Leadership. Lead, coach, guide and develop a high-performing team of recruiters including but not limited to building meaningful relationships, ensuring effective training and development and managing performance. Leverage each other’s strengths to maximize performance and deliver on company-wide objectives.
● Collaboration. Partner closely with Ops, HR, and other key stakeholders to align recruitment strategies with company goals.

OTHER DUTIES and RESPONSIBILITIES
● Manage Emler’s external partnerships with colleges, job boards, and outside recruitment programs. Hold all recruitment partners accountable to delivering a high quality Service Level Agreement (SLA) to you and the team.
● Oversee all stages of candidate experience and selection.
● Align headcount planning with operational budgets, labor cost targets, and staffing ratios.
● Track and report on cost-per-hire, time-to-fill, offer acceptance rate, and other critical KPIs to demonstrate ROI and identify process improvements.
● Participate in and host recruitment events to drive awareness of the Company and roles.
● Lead regular meetings with the recruiting team.
● Conduct presentations and trainings as needed.
● Supports and professionally promotes company mission and core values.

Qualifications

COMPETENCIES, REQUIRED SKILLS and ABILITIES
● Proven ability to lead change, scale processes, and adapt recruiting strategies in a high-growth or dynamic environment.
● In-depth knowledge of ATS systems, recruitment strategies, and recruitment lifecycle
management.
● Solid understanding of sourcing techniques and tools.
● Excellent team-management abilities.
● Excellent communication skills with the ability to foster long-term relationships (with internal teams, external partners and candidates).
● Proficient at producing clear, data-informed insights/information.
● Experience managing recruiting teams, processes, and KPIs in a dynamic and results-oriented environment.
● Strong analytical skills with a focus on data-driven decision-making and measurable results.
● Action-oriented, skilled at prioritizing and getting things done quickly and effectively.
● Excellent, proven organizational skills.
● Competent collaborator and skilled cross-functional communicator.
● Adept at interpreting analytics and metrics to guide decisions and achieve growth targets.

REQUIRED EDUCATION and EXPERIENCE
● 3+ years experience as a full life cycle recruiter.
● 3+ years leadership experience, with a track record of retaining recruiting talent over time.
● 1+ years in a multi-state recruiting-related role.
● Experience within a fast-paced organization.
● Familiarity with pay equity regulations, and EEOC regulations relating to candidate selection.
● Undergraduate degree in business, hospitality, Human Resources or related field.

● Advanced proficiency in using applicant tracking systems (ATS) for pipeline management, reporting, and compliance documentation.
● Proven success managing high-volume, full-cycle recruiting initiatives that directly support organizational growth and workforce planning.
● Strong command of Microsoft Office Suite and/or Google Workspace tools for presentation creation, data analysis, and communication, with experience providing data-informed insights for stakeholders.

PREFERRED EDUCATION AND EXPERIENCE
● 5+ years of leadership or recruiting experience.
● Experience working in HRIS systems.
● Experience with implementing systems integrations.
● Current SHRM-CP or SHRM-SCP certification or ability to obtain certification within one year of employment.
● Prior experience collaborating on labor forecasting and hiring plan alignment with Finance and Operations teams.

CHARACTERISTICS and ADDITIONAL REQUIREMENTS
● Very curious, likes to learn, self educates.
● Comfortable working in ambiguity.
● Possesses a solutions oriented “Yes” mindset.
● Able to work at a high level (strategic) and also “roll up the sleeves” to do tactical work.
● Strong sense of urgency, able to remain positive in high pressure situations.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
While performing the duties of this job, the employee is working in an office environment. The noise level in the work environment is usually mild, and occasionally moderate. The employee will routinely operate typical business office equipment, including computers, phones, printers and conference room A/V systems. The environment is often collaborative, with employees working together in conference
rooms and open work spaces or collaborating remotely through virtual conferencing software. This position may be based in an in-office setting, or may be approved as hybrid, subject to executive discretion and organizational need.

PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job, with or without accommodations. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The job includes prolonged periods of work on a computer and frequent virtual or in-person meetings with others.
● Work requires remaining in a stationary position for long periods of time.
● Requires manual dexterity sufficient to operate a keyboard, telephone, and multipurpose printer/copier.
● Possess sight and hearing senses to function adequately so that the requirements of this position can be fully met. The employee occasionally will need to lift and/or move up to 10 pounds.

POSITION TYPE, EXPECTED HOURS OF WORK
This is a full-time leadership position, normally requiring 40+ hours of work during standard business hours in a Monday through Friday workweek, but may require working occasional evening or weekend hours based on the needs of the business or department.

TRAVEL
The position may require non-regular, occasional travel, potentially for things like specific events, meetings, site visits, or partner and site visits.

OTHER DUTIES
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.