Vice President of Talent Acquisition & Workforce Planning

Talent Acquisition Leadership

Develop and execute talent acquisition strategies that align with current and future business objectives.
Assess workforce needs, recruitment trends, and labor market conditions to establish scalable hiring strategies across multiple states, business units, and functions.
Lead and oversee the full-cycle recruitment process for high-volume professional, technical, craft, and leadership positions to ensure consistent, efficient, and high-quality hiring practices.
Establish recruitment standards, performance metrics, and governance processes to drive recruiting effectiveness and operational excellence.
Strengthen the organization's employer brand and employee value proposition through strategic recruitment marketing, candidate engagement initiatives, and targeted communication strategies.
Ensure a positive, consistent, and high-quality candidate experience throughout the recruitment lifecycle.
Lead a geographically dispersed talent acquisition team by establishing performance expectations, driving accountability, and ensuring successful execution of recruiting strategies.
Ensure recruiting and hiring practices comply with all applicable federal, state, and local employment laws and regulations.
Monitor compliance with wage and hour requirements, establish compliant hiring procedures, and conduct periodic audits to mitigate risk and ensure adherence to company policies.
Utilize recruiting analytics, dashboards, and market intelligence to assess talent acquisition effectiveness and drive continuous improvement.

Workforce Planning Leadership

Establish workforce planning strategies across the U.S. that align with both short-term business priorities and long-term strategic objectives.
Develop workforce planning roadmaps that support organizational growth, succession needs, critical skill requirements, and changing workforce demands.
Drive a comprehensive workforce planning approach focused on leveraging internal subject matter expertise, developing internal talent pipelines, and strategically utilizing external hiring to meet business needs.
Partner with business leaders to evaluate current and future workforce requirements and translate business strategies into actionable talent plans.
Build strong relationships with senior leadership to align workforce priorities with organizational goals and growth strategies.
Leverage workforce analytics, talent data, labor market intelligence, and predictive insights to inform workforce decisions and improve planning effectiveness.
Partner closely with the Learning & Organizational Development team to enhance interviewing capabilities, selection processes, candidate experience, internal mobility, and workforce planning effectiveness.
Collaborate with Compensation, Learning & Organizational Development, and HR leadership teams to align the organization's total employment proposition, talent strategy, and workforce planning initiatives.
Monitor workforce planning outcomes and recommend strategies that improve talent availability, organizational capability, and long-term workforce sustainability.