VP, Head of Talent Acquisition

Summary: The Head of Talent Acquisition is a senior HR leadership role responsible for developing and executing the company's talent acquisition strategy, ensuring the organization attracts, hires, and retains top talent from a candidate perspective. This involves overseeing all aspects of the recruitment process, from sourcing and screening candidates to managing and leading the hiring team as well as aligning talent acquisition with business goals and budget. Acts as a business partner to all departments to help identify talent needs and alignment with team dynamics. Develops pertinent metrics and key performance indicators (KPI’s) around the recruiting function to identify trends and opportunities for development.

Job Responsibilities:

Talent Acquisition Strategy

• Design, build and implement a recruitment strategy by identifying organizational needs, understanding market trends and creating plans to attract and hire the right talent;
• Stay current on industry trends and best practices;
• Attend relative seminars and conferences to expand knowledge and build network in the industry.

Talent Acquisition Team Leadership

• Recruit, train and develop team members as well as manage their performance and career growth;
• Act as a player/coach to provide appropriate guidance to the team;
• Communicate expectations of team dynamics, performance, and relationship building with internal and external stakeholders;
• Establish clear and concise performance goals for each team member and ensure open lines of communication on progress towards goals;
• Work together with team members to help build their career paths;
• Identify opportunities for development, appropriate training, and potential certifications.

Recruitment Process Oversight

• From sourcing candidates to making job offers and onboarding new hires, ensure a seamless and effective recruitment experience;
• Source and attract qualified candidates by using social media platforms such as LinkedIn, recruitment agencies, and recruitment sites such as Indeed, Glassdoor, etc.;
• Leverage sourcing strategies for cold calling passive candidates to establish rapport and build a pipeline;
• Post approved job requisitions both internally and externally and conducts interviews as appropriate.

New Hire Onboarding

• Oversee the candidate onboarding process from a pre-hire perspective. This includes ensuring all background check requirements are met, job requirements, assessments, I9 documentation, etc. are accurate, in compliance, and completed in a timely manner;
• Coordinate with Technology to ensure proper system access, equipment, software, office location, etc. are confirmed prior to the candidate’s hire date;
• Coordinate with Learning and Development to ensure all new hires are enrolled in the New Employee Orientation classes as well as in required online training classes.

Stakeholder Partnership

• Work closely with internal stakeholders to understand their needs and ensure alignment with hiring goals, staffing projections, and team dynamics;
• Ensure recruiting efforts are conducted within approved budget guidelines. Obtain proper approvals and documentation for addition to staff requests outside of budget;
• Partner with recruiting firms, staffing agencies, colleges, universities and other external providers to source talent.

Develop Metrics

• Develop, track, and analyze recruitment metrics;
• Develop and monitor key performance indicators (KPI’s) such as time to hire (fill), cost per hire and candidate experience to identify opportunities for enhancement;
• Prepare Board level and Executive level reports;
• Stay updated on current market and peer trends, and report accordingly;
• Ensure compliance with state, federal and local laws and regulations that may require certain reporting around hiring.

Human Resource Strategic Partnership