VP Talent Acquisition

Strategy

• Identify competitive landscapes and provide insight on competitive benchmarking
• Define candidate populations and track legal developments and emerging trends
• Analyze current talent acquisition processes and determine process efficiencies and gaps
• Develop comprehensive workforce planning strategy
• Lead the evolution of talent acquisition technology and recruiting approaches
• Develop sourcing strategy through various channels, emphasizing passive candidate attraction and candidate pipelining
• Manage and challenge existing recruiting strategies, methods, and systems
• Establish a framework for workforce planning
• Partner with Leadership Institute to elevate campus recruiting
• Monitor progress against open positions and ensure top quartile performance
• Develop and implement strategy in response to market factors and competitor insights

Operations

• Determine reporting needs and analyze/recommend data and processes for maximum effectiveness of the TA function
• Understand business needs and talent gaps, short and long term, to ensure talent/capabilities alignment
• Ensure compliance with all applicable federal, state, and local regulations
• Prepare and monitor annual recruitment budget
• Evaluate market factors, economic conditions, and competitor insights
• Maintain a broad knowledge of company policies and benefit plans
• Integrate service standards to create a leading industry candidate and hiring manager experience
• Use benchmark data to develop and implement benchmark metrics
• Assess ongoing valuation of existing hiring systems and processes
• Manage a workforce planning process that projects future skill and capability requirements

Leadership

• Provide senior leadership and coaching in a fast-paced, team-based environment
• Demonstrate high level of ownership and accountability in delivering outcomes
• Engage, develop, and manage team to deliver results
• Provide subject matter leadership and thought leadership
• Plan and execute new mergers/acquisitions/builds
• Create areas of accountability for each segment of the hiring process and evaluate outcomes
• Stay current and informed on industry best practices and make recommendations for continuous improvement
• Leverage partnerships with third-party vendors to improve candidate and hiring manager experience