Sr. Director/VP of Talent Acquisition

Location: Orange County, CA
Posted: about 3 years ago
Contract Type: Contract
Industry: Disciplines, Operations and Technology Management, People, Process and Technology Change Management, Strategic Management, Leadership and Growth
Contact Name: Rupert Haffenden
Contact Email:

Rupert Haffenden

Sales Manager - Energy and Utilities

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Job Description

The Sr. Director of Talent Acquisition will provide leadership on philosophy, design and implementation of the recruiting strategy for both professional talent acquisition and high-volume staffing across unique Business Units under the enterprise umbrella. The Sr. Director will lead the execution of talent acquisition strategies and innovative solutions required to source and successfully onboard full-time professional, and part-time positions, quickly and efficiently. This role will also lead Recruiting Operations & Technology, Recruiting Compliance, Employment Marketing, Vendor Negotiation and management. We are open to speaking with both Permanent and Interim candidates.


Key Challenges

This role requires the ability to identify and implement sourcing and staffing strategies in a compressed timeline, while bearing in mind market factors, economic conditions, a tight marketplace and relative to high-volume, intense competition across a part-time talent pool. S/he is responsible to proactively build, lead and advance an ongoing sourcing strategy for prospective talent that includes a variety of creative recruiting approaches. The Sr. Director will be responsible to ensure best practices and compliant practices are in place to produce superior staffing levels throughout the organization.


Risks & Opportunities

Risks may include significant change management, managing complex and/or new relationships, prioritizing conflicting requirements of multiple stakeholders, and operating with limited resources. This role has the opportunity to develop a strategic talent management plan which allows the organization to become more proactive versus reactive.


Responsibilities and Expected Contributions:


Business Functional Results

  • Lead execution of integrated professional and high-volume staffing strategies (internal and external)
  • Partner closely with senior leadership to provide strategic talent acquisition solutions that support aggressive company growth initiatives while keeping within budget constraints
  • Identify and measure key metrics to gauge recruitment status including hiring cycle time, quality of hire, turnover, competitive hiring measures and new hire engagement
  • Negotiate and manage contracts with external recruiting service providers


Managing Execution

  • On-going innovation around candidate sourcing: including social media, company website, job boards, employee referrals, recruiting tools and agencies where appropriate
  • Direct the application of established talent acquisition and onboarding policies and processes and ensures compliance with applicable laws and regulations
  • Coach and develop hiring managers to ensure that they utilize best practices related to sourcing, interviewing and making sound hiring decisions
  • Maintain candidate and hire quality by leading effective screening, interview and pre-hire processes, relationships with temporary employment agencies and vendors
  • Develop and deliver trainings to ensure recruiters and field personnel are appropriately trained on the hiring process, including interviewing as well as any compliance issues associated with hiring


Developing Talent

  • Develop, lead and motivate a high-performing team of Directors, Managers and an extended team of individual contributors 
  • Provide direct and indirect leadership, support, advocacy and vision to a team of experienced and non-experienced recruiters and support staff who provide recruiting support to hiring managers across the organization


Strategic Leadership

  • Contribute to company’s efforts to be an employer of choice as measured by survey results, staff feedback and turnover
  • Create and implement external candidate marketing and proactive recruiting programs and processes that attract, select, and retain a qualified and diverse workforce
  • Champion the company’s values to attract new talent and maintain a high retention rate


Managing Relationships

  • Collaborate with hiring managers and leadership to identify, develop and implement recruitment strategies. This includes assessing internal candidates and determining sources for external talent, sourcing passive and diverse candidates and developing talent pipelines for hard to fill positions
  • Maintain positive interpersonal relationships requiring negotiation of critical matters and promote improvement ideas that can influence policy decisions and encourage new ideas
  • Represent the organization at various community and/or business meetings, committees and task forces (work close to the communities where we operate)
  • Promote existing and new programs and/or policies


Experience Required:

  • Minimum (10) years of experience in sourcing and recruitment, in fast-paced, complex environments, preferably global
  • Minimum (5) years of functional leadership
  • Minimum of five (5) years of experience in a high volume staffing environment (for example, supporting an on-demand workforce, manufacturing or distribution center, service center, etc.)
  • Bachelor of Arts degree in Business, Human Resources Management or related field preferred
  • Advanced knowledge of creative sourcing techniques and platforms


  • Experienced with grassroots recruiting campaigns to support high volume recruiting
  • Vendor negotiation and management
  • Strong knowledge of employment laws and regulations
  • Advanced knowledge of Applicant Tracking systems (ATS) and Human Resources Information Systems (HRIS)
  • Experience with iCIMS ATS highly desired


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