Director, Talent Acquisition

Overview

We are seeking an experienced and strategic Director of Talent Acquisition to lead and scale our recruiting function. This role will oversee full-cycle recruitment operations, workforce planning, employer branding, recruiting technology, and talent strategy to attract top talent across the organization. The ideal candidate is a collaborative leader with strong business acumen, data-driven decision-making skills, and a passion for building high-performing teams. This leader will also shape the strategic direction of the talent acquisition function through periods of growth and transformation, lead integration of newly acquired groups into an enterprise talent model, and partner closely with central business office functions to align talent priorities, operating models, and long-term organizational objectives.

 

Position Specifics:  on-site, located in New Providence, NJ

Travel: 20% required

Compensation Range: $90,000-140,000 (DOE)

 

 

Responsibilities

Talent Acquisition Strategy

· Develop and execute enterprise-wide recruiting strategies aligned with business goals

· Partner with executive leadership and hiring managers to forecast hiring needs and workforce plans

· Build scalable recruiting processes that improve efficiency, quality of hire, and candidate experience

· Lead the strategic integration of talent acquisition for newly acquired groups, establishing scalable recruiting standards, governance, and service models that align with enterprise goals while accounting for market-specific needs

 

Team Leadership

· Lead, mentor, and develop a team of recruiters, coordinators, and sourcing specialists

· Establish, monitor, and drive performance against enterprise recruiting KPIs that measure hiring effectiveness, team performance, service delivery, and business impact

· Foster a high-performance, collaborative recruiting culture

· Provide strategic leadership for the talent acquisition team, building organizational capability, strengthening leadership accountability, and ensuring the function is positioned to deliver against evolving business priorities

· Lead organizational change and team integration efforts across new recruiting team members and acquired groups, shaping a unified culture, clear operating expectations, and consistent standards of execution

 

Recruitment Operations

· Oversee full-cycle recruitment for leadership, technical, and high-volume hiring needs

· Optimize applicant tracking systems (ATS), recruiting tools, and workflows

· Manage agency/vendor relationships and recruiting budgets

· Ensure compliance with employment laws and hiring regulations

· Partner with central business office functions, including HR, finance, operations, and shared services, to design aligned recruiting support models, strengthen enterprise service delivery, and advance broader integration and workforce objectives

 

Employer Branding & Candidate Experience

· Strengthening the organization’s employer brand and recruitment marketing efforts

· Create initiatives that enhance candidate engagement and retention

· Partner with marketing and HR teams on talent attraction campaigns

 

Analytics & Reporting

· Track and analyze recruiting metrics including:

o Time-to-fill

o Cost-per-hire

o Source effectiveness

o Candidate pipeline health

o Quality of hire

· Present hiring insights and recommendations to senior leadership

 

Key Performance Indicators (KPIs)

· Time-to-fill and time-to-start across priority roles and business segments

· Quality of hire, including new hire performance, retention, and hiring manager satisfaction

· Recruiter productivity, requisition load, and service-level performance across the talent acquisition team

· Candidate experience and stakeholder satisfaction across enterprise and central business office partners

· Source effectiveness, pipeline conversion, and critical-role fill rates

· Integration success for new groups, including process adoption, speed to stabilization, and hiring continuity

· Budget performance, agency utilization, and overall cost-per-hire

Qualifications

Qualifications

• Bachelor’s degree in human resources, Business Administration, or related field
• 12+ years of progressive talent acquisition or recruiting experience
• 5+ years of leadership/people management experience overseeing talent acquisition function
• Experience designing and implementing recruiting strategies at scale
• Strong knowledge of ATS platforms and recruiting technologies
• Excellent communication, leadership, and stakeholder management skills

Preferred Qualifications

• Experience in high-growth or multi-location organizations
• Knowledge of employment law and compliance practices
• Experience with employer branding and DEI initiatives