Vice President of Talent Acquisition & Workforce Planning

Talent Acquisition Leadership

Talent Acquisition Leadership – 50%

• 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

Workforce Planning Leadership – 50%

• 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.