Director, Talent Acquisition & Workforce Planning

Responsibilities

• Lead Recruiting Function: Lead, mentor, and grow a high-performing team of recruiters. Establish and enforce recruiting processes, tools, and best practices that deliver consistency, efficiency, and a best-in-class candidate experience.
• Hiring Strategies: Design and execute specialized talent acquisition strategies to attract top-tier talent for all functions, including high-demand roles.
• Employer Brand: Own and amplify a strong employer brand that effectively communicates Cardinal Group Management’s mission and culture to diverse candidates in a highly competitive market.
• Data-Driven Workforce & Succession Planning: Workforce Forecasting: Partner with executive and operational leadership to forecast complex hiring and staffing needs across the entire property portfolio. Leverage people analytics and operational data to predict talent gaps (e.g., turnover risk among site teams) and proactively align recruitment resources.
• Succession Pipeline Architecture: Design and manage a robust succession planning framework for all critical roles. Use data analytics to assess talent readiness and build deep internal and external pipelines that mitigate organizational risk.
• Inform Talent Decisions: Leverage data from our HRIS, ATS, performance management, and engagement systems to generate and analyze insights, using these findings to inform strategic decisions on development, retention programs, and resource allocation.
• Serve as a strategic partner to the VP, People & Culture, and business leaders on talent risk, retention strategy, and organizational design.
• Ensure all talent acquisition and development practices are strictly compliant with EEO, OFCCP, and all federal/state labor laws across our multi-state footprint.

Qualifications

• 12+ years of progressive experience in Talent Management and Talent Acquisition.
• At least 5+ years successfully leading, managing, and scaling high-volume recruiting teams in a multi-state or multi-site environment.
• Demonstrated proficiency in data analytics and leveraging HR data (turnover, time-to-fill, quality-of-hire) to create actionable workforce strategies; adept at analyzing data to inform decisions.
• Proven success optimizing recruiting processes, tools, and Applicant Tracking Systems (ATS).

Required Leadership Competencies

• Strategic Foresight: Ability to use data to predict future talent needs and build proactive organizational solutions.
• Operational Scalability: Ability to design talent processes that work compliantly and consistently across dozens of property sites and corporate functions.
• Executive Communicator: Outstanding ability to build relationships, influence executive leaders, and effectively translate data into clear business strategy.