Senior Director, Talent Acquisition

About the role

Lead the talent engine behind Bohler’s growth. Bohler is growing—and we're looking for a Senior Director, Talent Acquisition who can build a recruiting organization capable of growing with us. This is bigger than leading a typical corporate recruiting team or overseeing a portfolio of open positions. You’ll have the opportunity to shape how a national land development professional services firm plans for, attracts and hires talent across a broad and diverse geography. You’ll lead the strategy, operating model, team structure, technology, capacity planning and performance of our national Talent Acquisition function. And you’ll have a key voice at the table with the leaders making decisions about where Bohler goes next.

Responsibilities

• Continually assess and improve the talent acquisition strategy by working with all internal teams.
• Lead a team that includes divisional TA leaders, early-career and emerging talent, executive and leadership search, TA operations, sourcing and coordination.
• Regularly evaluate how the TA organization should evolve as hiring demand, talent markets, and business priorities change.
• Own the relationship between hiring demand and recruiting capacity, ensuring the right resources focus on the right work and guiding prioritization and opportunity management.
• Establish a stronger operating rhythm in Talent Acquisition using data and market intelligence to provide business leaders with clear insights on:
• Where talent pipelines are strong and where they are thin
• Where to allocate resources
• Which roles require proactive sourcing before they become urgent
• Where candidates are getting stuck in the process
• How compensation and market conditions affect hiring ability
• What is spent to hire talent and the ROI achieved
• Help shape how Bohler finds talent by developing talent maps, targeted sourcing campaigns, referral and alumni channels, competitor intelligence, and relationships with high‑value talent communities.
• Partner with Marketing to strengthen the employer brand and recruitment marketing at market and office levels, ensuring the candidate experience reflects Bohler’s identity.
• Serve on the OneHR Leadership Team reporting to the Chief People Officer, partnering with Division Managing Partners, regional and branch leaders, HR Business Partners, Finance, Growth, Total Rewards, Marketing, and Organization & Talent Development to bring a talent‑market perspective into workforce planning before a requisition opens.
• Advise leaders on realistic market support, where to move faster, where to rethink approaches, and where compensation or process may be hindering hiring.
• Own the TA budget and vendor relationships across recruiting technology, sourcing resources, and external search partners.