Vice President of Talent Acquisition

Role Overview

The Vice President of Talent Acquisition will spearhead our recruitment strategies across both hourly and salaried roles to secure and retain exceptional talent. This leadership role demands a strategic innovator capable of redefining recruitment approaches and cultivating a high-impact talent acquisition team.

Key Responsibilities

• Formulate and execute a holistic talent acquisition strategy that aligns with organizational objectives.
• Partner with senior executives to anticipate workforce demands and align recruitment efforts with business strategy.
• Lead, guide, and develop a team of recruitment specialists, encouraging a culture centered on excellence and responsibility.
• Set clear performance targets and monitor progress for the talent acquisition team.
• Develop and implement recruitment tactics targeting both hourly and salaried roles using diverse sourcing channels.
• Champion initiatives that improve candidate experience and enhance employer branding.
• Monitor and analyze recruitment data and metrics to refine processes and boost efficiency.
• Leverage data insights to shape talent acquisition plans and communicate results to senior leadership.
• Collaborate closely with hiring managers to understand requirements and provide expert talent selection guidance.
• Build strategic relationships with external entities such as universities and recruitment agencies.
• Ensure recruitment compliance with all relevant employment laws and regulations.
• Keep current with the latest trends and best practices within talent acquisition.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related discipline; an MBA or higher degree is preferred.
• At least 10 years of experience in talent acquisition or HR, including a minimum of 5 years in a leadership capacity.
• Demonstrated success managing high-volume hiring processes for both hourly and salaried employees.
• Exceptional leadership and team management capabilities.
• Strong verbal and written communication skills and the ability to build relationships.
• Expertise in using applicant tracking systems (ATS) and human resource information systems (HRIS).
• Competency in analyzing data to inform strategic recruitment decisions.