Director, Talent Acquisition

Responsibilities

• Hiring Strategy & Demand Shaping
• Own Talent Acquisition strategy aligned to enterprise talent and workforce plans, ensuring the function delivers against hiring demand while operating within approved headcount
• Shape and sequence hiring demand in partnership with HRBPs, Finance, and business leaders; make prioritization and tradeoff decisions across competing hiring needs
• Partner with Workforce Planning on headcount forecasting, position approvals, and executive leadership staffing governance
• Team Leadership & Performance
• Lead and develop the talent acquisition team, establishing clear expectations for intake rigor, requisition health, and candidate experience
• Drive team performance through capacity planning, workload balancing, and aging requisition management; ensure stable recruiter workloads and reduced stalled searches
• Oversee the calibration and development of recruiters across all levels, ensuring title and scope alignment to the future-state operating model
• Stakeholder Partnership & Escalation
• Serve as final escalation point for complex or high-impact hiring issues, including executive-level intake, offer negotiations, and hiring manager disputes
• Partner with Compensation, HRBPs, and hiring managers on role scoping, leveling, and competitive offer strategy
• Represent Talent Acquisition in executive-level staffing discussions, and cross-functional talent initiatives
• Operational Excellence
• Establish and enforce intake discipline, sourcing standards, and quality benchmarks across Talent Acquisition
• Monitor, report on, and drive excellence in recruiting KPIs including time-to-fill, hiring quality, candidate experience, and requisition aging
• Drive continuous improvement in recruiting workflows in partnership with TA Operations and Technology teams
• Partner with the shared services model and TA Operations for sourcing support, scheduling, and candidate coordination to maximize recruiter capacity and efficiency
• Agency & Vendor Management
• Manage all recruitment agency relationships including vendor selection, performance management, and contract terms
• Oversee agency invoice tracking, spend management, and dashboarding/metrics to ensure cost-effectiveness and ROI
• Ensure agency usage aligns with the capacity model and is deployed strategically for hard-to-fill or surge hiring needs

Education Qualifications

• 4 Year Degree / Bachelor’s preferably in Human Resources, Business Administration, or related Field
• Preferbaly MBA or related graduate degree

Experience Qualifications

• 10+ years leading corporate/professional recruiting teams
• Experience managing recruiting functions supporting 400+ annual requisitions across multiple business functions
• Multi-brand, high-growth, or complex matrixed organization; restaurant, hospitality, or consumer industries strongly preferred
• Proven ability to influence senior leaders on hiring strategy, role design, and workforce prioritization

Required Knowledge, Skills or Abilities

• Applicant Tracking Systems (preferred: Workday), CRM/automation platforms (preferred: Paradox), LinkedIn Recruiter, Indeed
• Executive-level communication, storytelling, and stakeholder influence
• Capacity planning, demand forecasting, and data-driven decision-making
• Team development, coaching, and performance management
• Strong business acumen with ability to connect talent decisions to business outcomes
• Change management and organizational transformation experience
• Budget awareness and ability to manage recruiting spend and agency costs
• Experience integrating workforce planning with talent acquisition strategy
• Familiarity with contingent workforce and flexible staffing models