Director of Talent Discovery and Selection - Shoreside

Key Responsibilities

• Develop and execute a comprehensive shoreside talent acquisition strategy aligned with business objectives and workforce planning goals.
• Partner with senior leadership to forecast hiring needs, build succession pipelines, and shape long-term talent initiatives.
• Establish and monitor KPIs and SLAs for recruitment effectiveness, quality of hire, time-to-fill, and candidate experience.
• Lead annual and quarterly workforce planning exercises in partnership with Finance and Operations.
• Lead, mentor, and develop a team of talent specialists.
• Set clear performance expectations, conduct regular reviews, and foster a culture of accountability, collaboration, and continuous improvement.
• Coach direct reports on advanced sourcing methodologies, behavioral interviewing, and stakeholder management.
• Build capacity and capability within the team to scale alongside organizational growth.

Talent Discovery & Sourcing

• Design and implement proactive sourcing strategies to identify passive and active talent across diverse channels including LinkedIn, professional networks, job boards, academic institutions, and industry events.
• Develop talent pools and community relationships to support current and future hiring needs.
• Leverage data, market intelligence, and competitive analysis to refine sourcing approaches and stay ahead of industry trends.

Selection & Assessment

• Oversee the design and implementation of structured, competency-based interview frameworks and assessment tools.
• Ensure consistency, fairness, and legal compliance in all selection processes and decision-making.
• Collaborate with departmental leaders and HR Business Partners to define role requirements, success profiles, and hiring criteria.
• Drive adoption of innovative assessment technologies and pre-employment evaluation tools to improve predictive validity.

Employer Brand & Candidate Experience

• Champion the employer value proposition (EVP) and ensure a best-in-class candidate experience from application through onboarding.
• Partner with Marketing and Communications to amplify brand presence across digital platforms, social media, and talent communities.
• Represent the organization at career fairs, industry conferences, and professional associations.
• Gather and act on candidate feedback to continuously improve the recruitment journey.

Technology, Data & Process Excellence

• Optimize Workday’s recruitment technology.
• Define and track recruitment metrics; present insights and recommendations to leadership on a regular cadence.
• Identify process inefficiencies and implement scalable solutions to streamline operations.
• Ensure all recruitment activities comply with applicable employment laws, data privacy regulations, and internal policies.