Director, Talent Acquisition - Business Retail

Position Summary

The Director oversees multiple recruiting teams or functions, building hiring strategies directly tied to product roadmaps and execution milestones. This role advises VPs on speed vs. cost vs. quality trade-offs, builds bench strength and succession depth, and anticipates capability gaps tied to growth initiatives.

What you'll do...

• Builds hiring strategies directly tied to product roadmaps and execution milestones.
• Buils bench strength and succession depth across the team.
• Buils hiring forecasts based on historical trends and evolving business demand.
• Leads cross-team workflow improvements that remove recurring bottlenecks.
• Advises VPs on speed vs. cost vs. quality trade-offs in hiring.
• Anticipates capability gaps tied to growth initiatives or transformation efforts.

Core Competencies

• Talent Strategy & Leadership:
  • Aligns talent direction to business outcomes and translates enterprise priorities into focused, executable hiring plans.
  • Builds hiring strategies directly tied to product roadmaps and execution milestones.
  • Advise leaders on skill mix, sequencing, build vs. buy trade-offs, and location implications.
  • Surfaces capability gaps before they slow delivery or create operational risk.
  • Uses market data to test whether hiring goals are achievable.
  • Integrates workforce planning into business reviews and investment discussions.
• People Leadership & Capability Building:
  • Builds bench strength and succession depth across the team.
  • Raises capability standards across sourcing, assessment, and executive partnership.
  • Addresses performance gaps quickly and clearly.
  • Creates defined growth paths that strengthen long-term team capability.
  • Drives consistent expectations across regions or business units.
• Talent Analytics & Evidence-Based Leadership:
  • Uses recruiting data, market intelligence, and performance signals to guide decisions, challenge assumptions, and improve hiring outcomes.
  • Buils hiring forecasts based on historical trends and evolving business demand.
  • Defines quality indicators beyond time-to-fill (conversion health, calibration drift, offer stability).
  • Uses data to push back when expectations do not match market reality.
  • Connects funnel performance and hiring outcomes to delivery risk and team productivity.
• Recruiting Operating Model & Systems Governance:
  • Designs, improves, and evolves recruiting processes and systems that deliver speed, quality, and consistency at scale.
  • Leads cross-team workflow improvements that remove recurring bottlenecks.
  • Implements tools or automation that meaningfully improve speed or quality.
  • Tests new approaches when existing processes limit performance.
  • Standardizes best practices across teams or regions.
  • Balances efficiency gains with hiring quality and candidate experience.
• Executive Advisory & Strategic Influence:
  • Operates effectively in senior forums, challenges assumptions with evidence, and influences enterprise talent decisions.
  • Advises VPs on speed vs. cost vs. quality trade-offs in hiring.
  • Pushes back when timelines or expectations do not align with market supply.
  • Helps leaders prioritize when budget or capacity is constrained.
• Future-Ready Workforce Architecture:
  • Affords current and future skill needs, identifies structural capability gaps, and aligns hiring direction to evolving business priorities.
  • Advises leaders on skill mix, sequencing, and hiring implications of business shifts.
  • Aligns hiring plans to changing investment priorities.
  • Brings talent data and market signals into workforce planning discussions.

At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet.

Minimum Qualifications

• Option 1: Bachelor’s degree in business, human resources, or related area and 5 years’ experience in human resources, talent acquisition, or related area.
• Option 2: 7 years’ experience in human resources, talent acquisition, or other area. 3 years’ supervisory experience or experience leading cross-functional teams.

Preferred Qualifications

• Master's degree in Business, Human Resources, or related field.
• Professional in Human Resources certification.

Additional Compensation

Additional compensation includes annual or quarterly performance bonuses. Additional compensation for certain positions may also include: Stock

Benefits

• Health benefits include medical, vision and dental coverage.
• Financial benefits include 401(k), stock purchase and company-paid life insurance.
• Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting.
• Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.

Annual Salary Range

The annual salary range for this position is $110,000.00 - $220,000.00