Talent Acquisition Director

Accountabilities:

• Build and maintain a strong, continuously evolving pipeline of high-potential candidates for executive and senior leadership positions.

• Proactively identify, source, attract, and engage candidates for Vice President and C-suite opportunities using executive search strategies and professional networks.

• Develop and maintain long-term relationships with current and prospective leaders through consistent, personalized engagement.

• Use social media, professional networking platforms, applicant and talent management systems, and other digital recruitment tools to identify and nurture senior-level talent.

• Develop internal leadership talent pipelines that support succession planning while reducing dependence on external search agencies.

• Track and document the career progression of leaders from their initial entry through advancement into senior positions.

• Partner with HR and business leaders to provide talent intelligence that informs succession planning, leadership development, and internal mobility.

• Monitor executive talent market trends, candidate availability, and leadership pipelines to support proactive workforce planning.

• Develop and execute talent acquisition strategies required to support the integration of newly acquired businesses.

• Track candidate engagement and pipeline activity, assess leadership potential, and provide relevant talent metrics and insights to senior stakeholders.

• Collaborate closely with senior HR leaders and business-unit executives to align executive recruitment strategies with organizational priorities.

Requirements:

• 10+ years of professional recruitment or talent acquisition experience, with a demonstrated track record of successfully recruiting or placing Vice President and C-suite-level candidates.

• Deep knowledge of executive search methodologies, talent mapping, market intelligence, and leadership assessment approaches.

• Demonstrated experience developing internal talent pipelines as well as identifying and engaging external executive candidates.

• Strong understanding of senior-level talent markets and the ability to proactively identify high-potential leaders.

• Proficiency with LinkedIn, X, professional forums, Workday, and other digital recruiting or relationship-management tools.

• Exceptional relationship-building and interpersonal communication skills, with the ability to establish credibility and trust with senior executives and prospective candidates.

• Strong analytical skills, including the ability to track candidate progression, evaluate leadership potential, and report on talent pipeline metrics.

• Strong strategic thinking and the ability to connect executive recruiting activities with broader succession planning and organizational goals.

• Ability to work independently while collaborating effectively with senior HR leaders and business executives.

• Strong organization, follow-through, discretion, and judgment when managing confidential executive-level talent information.

• Experience supporting talent acquisition during business integrations or organizational transformations is valuable.

Benefits:

• Full-time, remote position within the United States.

• Senior-level opportunity focused on executive and leadership talent strategy.

• Direct reporting relationship to the Chief Human Resources Officer for the portfolio.

• Individual-contributor role with broad collaboration across senior HR and business leadership teams.

• Opportunity to shape long-term executive talent pipelines and succession planning initiatives.

• Exposure to senior leadership recruitment, internal talent development, and business integration activities.

• Opportunity to reduce reliance on external recruiting agencies by strengthening internal talent capabilities.

• Collaborative, intellectually stimulating environment with opportunities to learn and grow.

• Meaningful work supporting leadership development and organizational growth.