Director Talent Acquisition

Position SummaryThe Director of Talent is a strategic leadership role responsible for designing and executing an integrated talent strategy that drives organizational growth, workforce capability, and leadership development. This leader will oversee both Talent Acquisition and Talent Development functions, ensuring the organization attracts, develops, and retains high-performing employees across all levels.The Director of Talent will lead a team of recruiters and talent professionals while partnering closely with senior executives, operational leaders, and HR business partners to build scalable talent practices. This role will spearhead the development of a modern Employee Value Proposition (EVP), talent acquisition strategy, leadership academy programs, and career pathing frameworks that support employees from entry-level through executive leadership.Key ResponsibilitiesTalent Acquisition LeadershipDevelop and execute a comprehensive talent acquisition strategy aligned with business growth objectives.Lead, coach, and develop a team of recruiters to deliver exceptional hiring outcomes across multiple functions and geographies.Establish workforce planning processes in partnership with executive and operational leaders.Design and implement a compelling Employee Value Proposition (EVP) that strengthens employer branding and candidate attraction.Create scalable sourcing strategies that build diverse talent pipelines for critical and hard-to-fill positions.Monitor recruiting performance metrics and leverage data-driven insights to improve hiring efficiency, quality, and candidate experience.Partner with senior leaders to understand talent needs and provide strategic guidance on hiring decisions.Manage external recruiting vendors, employment branding initiatives, and talent acquisition technology platforms.Oversee talent acquisition budgets and ensure effective allocation of resources to maximize hiring results.Talent Development LeadershipDevelop and implement an enterprise-wide talent development strategy that supports organizational capability and succession needs.Lead the design and launch of an Academy model focused on building technical, leadership, and business capabilities across the organization.Create structured career pathing frameworks for:TechniciansSales professionals and sales leadersBusiness and operational leadersPartner with subject matter experts and business leaders to develop competency models, learning pathways, and leadership programs.Drive initiatives focused on employee growth, skills development, high-potential talent identification, and succession planning.Evaluate learning effectiveness through measurable outcomes and business impact metrics.Ensure development programs support employee engagement, retention, and internal mobility objectives.Introduce innovative learning methodologies, tools, and technologies that support continuous development.Strategic Business PartnershipServe as a trusted advisor to executive leadership on talent-related matters.Influence senior stakeholders across multiple functions to build alignment and drive organizational priorities.Collaborate with HR, Operations, Finance, and business leaders to ensure talent strategies support business objectives.Present talent strategies, workforce trends, and performance metrics to executive leadership teams.Lead cross-functional initiatives that strengthen organizational capability and support future growth.People LeadershipBuild, lead, and coach a high-performing Talent team.Foster a culture of accountability, innovation, collaboration, and continuous improvement.Develop team capabilities through coaching, mentoring, and succession planning.Establish clear goals, performance expectations, and development plans for direct reports.QualificationsRequired ExperienceBachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.10+ years of progressive experience in Talent Acquisition, Talent Development, Human Resources, or related disciplines.Experience leading both recruiting and talent development functions.Experience managing talent acquisition budgets and workforce planning initiatives.Demonstrated success partnering with executive leaders and influencing business decisions.Experience leading and developing high-performing teams.Preferred ExperienceExperience building corporate academies, learning frameworks, or enterprise development programs.Experience developing career pathing and competency models across multiple job families.Background supporting field-based, technical, sales, or operational workforces.Experience in high-growth or multi-location organizations.Experience in Private Equity backed environmentsKnowledge, Skills & CompetenciesStrong business acumen with the ability to align talent strategies to organizational objectives.Exceptional executive presence and stakeholder management skills.Demonstrated ability to influence without direct authority.Proven leadership and coaching capabilities.Strong project management and change management experience.Excellent analytical and problem-solving skills with a data-driven approach.Effective communicator with strong presentation and facilitation skills.Ability to navigate ambiguity and execute in a fast-paced environment.Commitment to building inclusive, high-performing teams and talent practices.Success MeasuresWithin the first 12-24 months, the Director of Talent will:Establish and implement a forward-looking talent acquisition strategy.Develop and launch a compelling Employee Value Proposition.Improve recruiting effectiveness, quality of hire, and workforce planning capabilities.Launch a scalable Academy model for employee and leadership development.Implement career pathing programs for technicians, sales leaders, and business leaders.Strengthen leadership pipelines and succession readiness across key roles.Build a high-performing talent team recognized as a trusted partner to the business.This position offers an exciting opportunity to shape the future workforce, leadership capability, and employee experience while serving as a key contributor to the organization's growth strategy.