Senior Director, Talent Acquistion

Senior Director, Talent Acquisition. Reports To: Senior Vice President, People. Location: San Jose, CA. Salary Range: $187,500 to $248,000. *This position is eligible for the annual performance bonus plan. Final determination of a successful candidate’s starting pay will vary based on a number of factors, including market location and may vary depending on job-related knowledge, skills, education and experience. The pay scale listed for this position is generally for candidates that meet the specified qualifications and requirements listed on this specific job description. We provide a competitive compensation package that recognizes your experience, credentials, and education alongside a robust benefits program to meet your needs. Our compensation reflects the cost of labor across several US geographic markets.

WHO WE ARE

Since 1954, Cupertino Electric, Inc. (CEI) has been powered by people who’ve built a reputation for delivering high-profile, complex projects. Real, tangible things that alter the landscape and improve lives. And we’ve done it with integrity for more than 70 years. We’re problem solvers and innovation seekers. We’re team players and safety fanatics. And we’re proud to be part of Quanta Services (PWR:NYSE), North America's largest employer of skilled craft labor. Because what we do is important, but how we do it is everything.

THE PEOPLE TEAM

To be a truly great company, you need great people, and you need to put them first. The People Team at Cupertino Electric helps employees create and achieve unlimited possibilities for themselves and the company. With services like internal communications, marketing, talent management, employee relations, and total rewards, the People Team supports the over 4,900 employees at CEI who safely engineer and build complex commercial, data center and energy projects across the United States.

ABOUT THE ROLE

The Senior Director, Talent Acquisition (TA) is responsible for defining and leading a forward‑looking, enterprise‑wide talent acquisition vision and strategy that enables the organization’s long‑term business objectives, growth trajectory, and workforce transformation. Grounded in a deep sense of curiosity about the business, this leader continuously explores emerging talent trends, market dynamics, and innovative practices to shape a future‑ready workforce strategy. As a key member of the People leadership team, this executive brings a strong understanding of the business—including the unique dynamics of a unionized environment—to develop integrated talent strategies that build leadership, technical, and professional capabilities across the enterprise. The role emphasizes creating meaningful connections across the organization—linking talent strategies to business priorities, strengthening partnerships with leaders, and fostering an inclusive, engaging candidate and employee experience. Serving as a highly trusted advisor to executive leadership, the Senior Director partners closely with operations and corporate services leaders to anticipate and plan for evolving workforce needs. Through deep collaboration, this role aligns talent strategies with operational execution, project delivery, and financial performance, ensuring the organization sustains a competitive and adaptable talent advantage. The ability to bring diverse stakeholders together to co‑create solutions is essential to success. The Senior Director leads the full Talent Acquisition function enterprise‑wide, overseeing workforce planning, executive hiring, sourcing strategy, recruiting operations, employer branding, and candidate experience. Operating at the highest strategic level, this leader sets vision, influences enterprise priorities, and drives transformation across hiring practices, systems, and market positioning—while cultivating a collaborative, high‑performing team empowered to execute with excellence and continuously learn, adapt, and innovate. Strategic Leadership & Workforce Planning Define and own the enterprise talent acquisition vision and multi‑year strategy, aligned to corporate growth plans and workforce transformation priorities. Partner with the CEO, executive team, and business unit leaders to translate business strategy into proactive, scalable talent strategies and pipelines. Serve as a key advisor to the C‑suite on labor market dynamics, organizational design, workforce planning, and future‑of‑work trends. Lead the integration of talent acquisition with broader People strategies, including workforce planning, talent management, and succession planning. Enterprise TA Program & Operational Excellence Provide executive oversight of end‑to‑end talent acquisition operations, driving consistency, scalability, and operational excellence across all regions and business units. Establish a future‑ready TA operating model, leveraging technology, automation, and innovative sourcing strategies to improve speed, quality, and cost efficiency. Define enterprise service delivery strategies, including governance frameworks, SLAs, and performance standards. Lead large‑scale transformation initiatives to modernize TA infrastructure, including systems, analytics capabilities, and external partnerships. Executive Leadership & Team Development Build and lead a high‑performing, enterprise‑wide Talent Acquisition organization through a layered leadership structure. Develop and mentor senior TA leaders, ensuring strong succession pipelines and leadership depth across the function. Establish a culture of accountability, innovation, inclusion, and continuous improvement. Act as a visible leader within the organization, championing talent priorities and elevating the impact of the TA function. Employer Brand & Talent Market Positioning Define and lead a differentiated employer brand strategy that strengthens the organization’s reputation in competitive talent markets. Partner with Marketing and Communications to elevate external brand presence and talent value proposition. Ensure consistent, inclusive, and high‑quality candidate experience across all stages of the hiring lifecycle. Champion diversity, equity, and inclusion strategies within talent acquisition to build a more representative workforce. Data, Analytics & Market Intelligence Establish enterprise‑level KPIs and dashboards to measure recruiting effectiveness, predict future hiring needs, and inform strategic decisions. Leverage advanced analytics, labor market intelligence, and competitive benchmarking to continuously evolve talent strategies. Present insights and recommendations to executive leadership to drive data‑informed workforce decisions. Executive Stakeholder & Vendor Management Partners with executive leadership, Finance, and People Team leaders to align hiring strategies with financial plans and business priorities. Oversee strategic vendor ecosystem, including executive search firms, RPO providers, and technology partners. Negotiate and manage enterprise agreements to ensure value, performance, and alignment with strategic goals. Executive & Critical Talent Strategy Oversee executive search and mission‑critical hiring strategies, ensuring alignment with business priorities and succession plans. Partner directly with senior executives and boards (as applicable) on leadership hiring, assessment, and market positioning.

ABOUT YOU

Deep expertise in enterprise talent strategy, workforce planning, and organizational scaling Strong executive presence with demonstrated ability to influence and challenge C‑suite leaders Advanced analytical and strategic thinking skills, with experience leveraging data to shape business outcomes Proven ability to lead large‑scale transformation and change initiatives Exceptional leadership capability, including building and developing senior leadership teams Strong financial and business acumen, with the ability to link talent outcomes to financial performance High level of integrity and discretion in managing sensitive and confidential information Excellent communication, negotiation, and stakeholder management skills

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying. Education Education: High School Diploma or Equivalent required; bachelor’s degree preferred; advanced degree (MBA or equivalent) strongly preferred Licensure/Certifications Licensure/Certifications: N/A Experience 15+ years of progressive talent acquisition experience in complex, growth‑oriented organizations 8+ years of leadership experience, including managing senior leaders and large, distributed teams Demonstrated success leading enterprise‑wide talent acquisition strategy and transformation initiatives Proven track record of influencing executive leadership and driving business outcomes through talent strategy Extensive experience with talent analytics, workforce planning, and recruiting technologies Experience operating in unionized or similar complex labor environments preferred Industry experience (e.g., construction, engineering, or related field) preferred

PLEASE NOTE

CEI will never ask for any money or financial information from applicants during the hiring process. To learn more about job scams and how to avoid them, please be vigilant and report any suspicious requests to the hiring team. Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law. #J-18808-Ljbffr Cupertino Electric, Inc.