talent acquisition director

Everise

<div>
 
 Company Overview
 
 
 
 Join us on our mission to elevate customer experiences for people around the world. As a member of the Everise family, you will be part of a global experience company that believes in being people-first, celebrating diversity and incubating innovation. Our dedication to our purpose and people is being recognized by our employees and the industry. Our 4.6/5 rating on Glassdoor and our shiny, growing wall of Best Place to Work awards is a testament to our investment in our culture. Through the power of diversity, we celebrate all cultures for their uniqueness and strengths. With 13 centers around the world and a robust work at home program, we believe great things happen when we work with people who think differently from us. Find a job you&rsquo;ll love today!
 
 
 
 Position Purpose
 
 
 
 The
 
 Talent Acquisition
 
 
 Director
 
 designs and executes strategies to attract, source, and hire top talent in a high-volume recruiting environment. Responsibilities include overseeing the entire recruitment lifecycle, managing recruiter teams, building employer brand, partnering with leadership on workforce planning, and using data to improve hiring efficiency and meet business goals. Key duties include strategic workforce planning, employer branding, stakeholder collaboration, ATS management, performance metrics analysis, and ensuring a positive candidate experience.
 
 
 
 Key Responsibilities
 
 
 
 Strategy &amp; Planning:
 
 
 <ul>
 <li>
 Develop long-term recruitment strategies, forecast hiring needs in collaboration with workforce management, and align talent acquisition with overall business objectives.
 
 
 </li>
 </ul>
 
 Team Leadership
 
 
 
 <ul>
 <li>
 Lead, develop, and motivate the entire talent acquisition team with the majority of resources residing in the Philippines.
 
 
 </li>
 </ul>
 
 Employer Branding
 
 
 
 <ul>
 <li>
 Implement initiatives to build a strong employer brand and increase company visibility.
 
 
 </li>
 </ul>
 
 Sourcing &amp; Pipeline
 
 
 
 <ul>
 <li>
 Lead sourcing strategies using diverse channels (social media, job boards, agencies) to create robust talent pipelines.
 
 
 </li>
 </ul>
 
 Stakeholder Collaboration
 
 
 
 <ul>
 <li>
 Partner with HR and business leaders to understand needs, define roles, and guide hiring best practices.
 
 
 </li>
 </ul>
 
 Process Improvement
 
 
 
 <ul>
 <li>
 Streamline recruitment, hiring, and onboarding processes for efficiency and a positive candidate experience, including leading automation and AI initiatives.
 
 
 </li>
 </ul>
 
 Data &amp; Metrics
 
 
 
 <ul>
 <li>
 Analyze recruitment data (time-to-fill, cost-per-hire) to make data-driven decisions.
 
 
 </li>
 </ul>
 
 Budget &amp; Tools
 
 
 
 <ul>
 <li>
 Manage recruitment budgets and oversee Applicant Tracking Systems (ATS).
 
 
 </li>
 </ul>
 
 Key Skills &amp; Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Psychology, or a related field.
 </li>
 <li>
 8&ndash;10 years of progressive Talent Acquisition or recruiting experience, with proven experience in a senior recruiting/TA leadership role
 </li>
 <li>
 Experience in the BPO/Contact Center industry, supporting high-volume and multi-site hiring environments.
 </li>
 <li>
 Strong strategic thinking, leadership, and communication skills.
 </li>
 <li>
 Proficiency with recruitment technologies and data analysis.
 </li>
 <li>
 Deep understanding of market trends and compliance.
 </li>
 <li>
 Deep understanding of high-volume recruiting.
 </li>
 <li>
 Ability to manage multiple complex projects simultaneously
 
 
 </li>
 </ul>
 
 Compensation &amp; Benefits
 
 
 
 The anticipated base salary range for this remote position is between $110,000- $120,000. In addition, Everise provides benefits including medical coverage, dental, vision, disability, 401k, and paid time off. Depending on the specific role, a discretionary bonus may also include bonus potential and other benefit programs. The actual compensation package may vary based on factors such as skill set, experience level, and the candidate's location.
 
 
 If you&rsquo;ve got the skills to succeed and the motivation to make it happen, we look forward to hearing from you.
</div>

Talent Acquisition Director

Adobe

The Opportunity
 Reporting to the Sr. Director, Gl obal Executive Talent Acquisition , the D i rector will be responsible for leading a team of Executive Sourcing Partners d elivering research and talent intelligence in support of both live and proactive executive talent acquisition initiatives for Adobe’s North America team . This includes serving as an engaged member a global community , setting standards for best-in-class executive talent practice s , continually raising the bar through successfully deliver ing impactful and actionable talent intelligence , distinctive executive search es and programs . The y will embody excellence in Adobe’s internal and external leadership hiring experiences .
 The Director will closely collaborate with Adobe executives and key partners to advise on and deliver world-class executive talent strategy . They will also serve as a key thought leader within the Global Executive Talent Acquisition community .
 
What You’ll Do
 
Lead and manage a team of 4-6 Sourcing and Research professionals who discover and leverage company research, industry, and internal sources to identify highly relevant executive talent
 
Leverage credible market and talent insights to develop executive search strategies including identifying target organizations and qualified executive prospects , reporting relationships , organizational and industry context .
 
Serve as an SME for both open and developed sources of talent and market intelligence provid ing qualified insights on talent landscape
 
Ensure excellence in the execution of executive search assignments across the team
 
Grow business partnership s through active and credible influence and execution on executive talent strategies
 
P roactive with networking and cultivating talent intelligence aligned to th e greatest impact for Adobe
 
S upports highly confident leadership decision-making through thoughtful , detailed and consultative executive search work
 
What You Need to Succeed
 
Excellen t team management , strategy development and execution
 
Ability to engage and develop others; a strong contributor for high-performing teams
 
Actively and creatively using AI t o further the craft of executive talent acquisition
 
Endless curiosity and tenacity in seeking, finding and validating information through executive search research techniques
 
Proactive learner who invests in deeply understanding Adobe products and business landscape
 
Competitive and current market knowledge and experience of the software industry and relevant executive talent
 
Track record of building credible and influential relationships with senior executives and team members
 
Demonstrated ability to collaborate across multiple partners effectively including to solve unexpected or unanticipated challenges that can uniquely arise with hiring executives
 
A credible and influential, data-driven storyteller ; Excellent communication skills and experience communicated with an d influencing executives
 
Excellent understanding of executive compensation plans, strategies and industry benchmarks
 
Significant experience working in a global, complex organization of similar or greater size to Adobe as an executive talent acquisition leader
 
About Adobe
 Adobe empowers everyone to create through innovative platforms and tools that unleash creativity, productivity and personalized customer experiences. Adobe’s industry-leading offerings including Adobe Acrobat Studio, Adobe Express, Adobe Firefly, Creative Cloud, Adobe Experience Platform, Adobe Experience Manager, and GenStudio enable people and businesses to turn ideas into impact, powered by AI and driven by human ingenuity.
 
Our 30,000+ employees worldwide are creating the future and raising the bar as we drive the next decade of growth. We’re on a mission to hire the very best and believe in creating a company culture where all employees are empowered to make an impact. At Adobe, we believe that great ideas can come from anywhere in the organization. The next big idea could be yours.
 
Let’s Adobe together
 At Adobe, we believe in creating a company culture where all employees are empowered to make an impact. Learn more about Adobe life, including our values and culture , focus on people, purpose and community , Adobe for All , comprehensive benefits programs , the stories we tell , the customers we serve, and how you can help us advance our mission of empowering everyone to create.
 
Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other protected characteristic. Learn more.
 
Adobe aims to make our Careers website and recruiting process accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call +1 408-536-3015.
 
AI Use Guidelines for Interviews: 
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.
 
At Adobe, we empower employees to innovate with AI — and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it’s restricted during live interviews. See how we think about AI in the hiring experience .
 
Expected Pay Range: Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $168,900 -- $312,200 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.
 
In California, the pay range for this position is $215,600 - $312,200
 In Washington, the pay range for this position is $199,400 - $288,650
 
At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).
 
In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.
 
State-Specific Notices: 
California : 
Fair Chance Ordinances
 Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and “fair chance” ordinances.
 
Colorado: 
Application Window Notice
 
If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.
 
Massachusetts: 
Massachusetts Legal Notice
 It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Director, Executive Talent Intelligence & Research Partner

Children's Hospital Colorado

<div>
 
 
 Organization Overview
 
 
 
 Children&rsquo;s Hospital Colorado is a nationally recognized, private, nonprofit pediatric healthcare system serving children and families across Colorado and the Rocky Mountain region. Founded in 1908, the organization has grown into one of the country&rsquo;s leading pediatric academic medical centers in partnership with the University of Colorado School of Medicine on the Anschutz Medical Campus. With more than 8,000 team members and over 3,000 pediatric specialists, Children&rsquo;s operates at significant scale while remaining deeply values and mission driven. Clinical excellence, research innovation, and compassionate service define its culture and long-term impact.
 
 
 
 
 
 
 Position Summary
 
 
 
 Children&rsquo;s Hospital Colorado seeks a seasoned Director of Talent Acquisition to lead enterprise-wide non-physician talent acquisition, at scale. This is a visible, leadership role requiring an experienced healthcare talent acquisition executive who can operate immediately with credibility, strategic judgment, and operational command. The Director will lead talent acquisition as a disciplined, data-informed, and strategically aligned function&mdash;partnering closely with senior administrative and clinical leaders to ensure workforce capability today and into the future.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Lead enterprise-wide non-physician talent acquisition across a large, complex healthcare system.
 </li>
 <li>
 Partner with senior administrative and clinical leaders to align hiring strategy with organizational priorities.
 </li>
 <li>
 Advance strategic workforce planning and talent pipeline development to support future growth and evolving care models.
 </li>
 <li>
 Establish clear annual goals, operating plans, metrics, and accountability frameworks for the TA function.
 </li>
 <li>
 Oversee end-to-end recruiting operations, ensuring consistency, quality, and performance at scale.
 </li>
 <li>
 Lead TA technology and analytics initiatives, including optimization or modernization of systems (e.g., ATS).
 </li>
 <li>
 Leverage data and reporting to inform leadership decisions and continuously improve performance.
 </li>
 <li>
 Develop and lead a high-performing TA leadership team grounded in accountability and service excellence.
 </li>
 </ul>
 
 
 
 
 
 Required Qualifications
 
 
 <ul>
 <li>
 5+ years of
 
 successful director-level talent acquisition leadership within a large, complex acute care hospital or health system
 
 (5,000+ employees).
 </li>
 <li>
 Demonstrated
 
 passion for pediatric healthcare
 
 and service to children and families.
 </li>
 <li>
 Ability and commitment to
 
 work full-time onsite in Aurora, Colorado
 
 .
 </li>
 <li>
 Proven
 
 enterprise-level ability to partner with and influence
 
 senior administrative and clinical leaders.
 </li>
 <li>
 Experience
 
 leading talent acquisition as a strategic operating function
 
 , including workforce planning, pipeline development, metrics, and accountability.
 </li>
 <li>
 Demonstrated
 
 leadership in TA technology and analytics initiatives
 
 , including system optimization and data-driven decision-making.
 </li>
 </ul>
 
 
 
 
 
 What Success Looks Like
 
 
 
 Talent acquisition is viewed as a strategic partner across the enterprise.
 
 
 Workforce planning informs executive decision-making and long-range planning.
 
 
 Hiring leaders experience high-quality candidate pipelines and consistent execution.
 
 
 Technology and analytics enhance visibility, speed, and decision quality.
 
 
 The TA team operates with clarity, accountability, and measurable performance outcomes.
 
 
 
 
 
 
 Compensation &amp; Benefits
 
 
 
 Posted salary range (per Colorado requirements): $134,580 &ndash; $224,300.
 
 
 Eligible for annual incentive compensation (target range 5%&ndash;15%) and comprehensive director-level benefits.
 
 
 
 
 
 *Children&rsquo;s Hospital Colorado has engaged Healthcare Talent Advisors as an external search partner to lead candidate outreach and screening for this role.
 
</div>

Director of Talent Acquisition.

Specialty Restaurants

<div><h3 class="jobSectionHeader">About Us</h3>
With over 15 iconic restaurant destination and growing, Specialty Restaurants is a family-owned company with a proud legacy and an exciting future. Our portfolio includes award-winning favorites such as Rusty Pelican, Whiskey Joe's, Castaway, and other distinctive waterfront and landmark restaurants across the country. Each concept is thoughtfully designed to deliver unforgettable dining experiences that combine breathtaking views, inspired cuisine, and genuine hospitality.
For more than six decades, Specialty Restaurants has remained committed to innovation, quality, and guest-centric experiences that stand the test of time. Our restaurants have been consistently recognized by OpenTable's Most Scenic Restaurants, Diner's Choice Awards, and numerous &quot;Best Of&quot; regional accolades-driven by the passion of our teams and a culture rooted in hospitality.
As we continue to grow and evolve our brands, we are looking for leaders who believe that exceptional restaurants are built by exceptional people. Specialty Restaurants is committed to supporting our operators, developing our teams, and creating a culture where hospitality professionals can grow their careers while delivering memorable guest experiences.<h3 class="jobSectionHeader">
Position Summary</h3>
The Director of Talent Acquisition is a strategic leader responsible for shaping and executing the company's overall talent acquisition vision across all restaurant brands and the support center. This role oversees the full talent lifecycle, from workforce planning and employer brand strategy to sourcing, hiring, onboarding, and long-term pipeline development.
As the organization's senior leader responsible for recruiting, the Director will partner closely with executive leadership and restaurant operators to ensure the company attracts, develops, and retains the hospitality professionals who power our restaurants. This role requires a leader who understands the operational realities of the restaurant industry and can design scalable hiring strategies that support both high-performing teams and exceptional guest experiences.
The Director of Talent Acquisition will also play a key role in strengthening the company's reputation as an employer of choice within the hospitality industry, building systems, partnerships, and recruiting infrastructure that allow Specialty Restaurants to continue attracting top-tier talent as the organization grows.<h3 class="jobSectionHeader">
Essential Responsibilities</h3><ul><li>
Lead the development and execution of a comprehensive, enterprise-wide talent acquisition strategy aligned with the company's growth objectives and brand vision.</li><li>
Serve as the primary strategic partner to executive leadership and restaurant operators on workforce planning, talent strategy, and organizational hiring priorities.</li><li>
Build and oversee scalable recruiting infrastructure, including applicant tracking systems, recruiting platforms, and sourcing channels (including but not limited to Indeed, LinkedIn, iSolved, and social media platforms).</li><li>
Elevate and steward the company's employer brand to ensure Specialty Restaurants is recognized as a premier employer within the hospitality industry.</li><li>
Own and execute the end-to-end recruitment lifecycle for management and key hourly leadership roles, including sourcing, candidate engagement, screening, reference checks, and onboarding coordination.</li><li>
Lead proactive sourcing initiatives and targeted outreach efforts to identify high-caliber hospitality professionals and build long-term relationships with industry talent.</li><li>
Partner with restaurant leadership and support center departments to forecast staffing needs and develop proactive hiring plans across all locations.</li><li>
Develop and maintain strategic talent pipelines for critical and high-volume positions, including partnerships with hospitality schools, universities, and community organizations.</li><li>
Champion internal career mobility and leadership development by collaborating with leaders to identify and cultivate internal talent.</li><li>
Ensure all recruiting practices comply with local, state, and federal employment laws and company policies.</li><li>
Evaluate, implement, and manage recruiting technologies, systems, and vendor relationships-including major ATS upgrades or transitions.</li><li>
Train and coach restaurant leadership on effective recruiting strategies, interviewing techniques, and hiring best practices.</li><li>
Monitor recruiting metrics, labor market trends, and competitor hiring strategies to drive continuous improvement and inform business decisions.</li><li>
Represent Specialty Restaurants within the broader hospitality community through recruiting events, industry conferences, and academic partnerships.</li><li>
Provide regular reporting and strategic insights to executive leadership on hiring performance, talent trends, and workforce initiatives.</li></ul><h3 class="jobSectionHeader">
Required ExperienceSkills</h3><ul><li>
5+ years of progressive recruiting or talent acquisition leadership experience, 3+ years of which are within the hospitality, restaurant, or multi-unit service industry.</li><li>
Demonstrated success leading recruitment strategy for multi-location organizations in fast-paced operational environments.</li><li>
Strong expertise in applicant tracking systems, recruiting technologies, and modern sourcing methodologies.</li><li>
Strategic thinker with the ability to translate hiring data and labor trends into actionable talent strategies.</li><li>
Executive-level communication and relationship-building skills with the ability to influence leaders across operations, HR, and senior management.</li><li>
Comprehensive understanding of hiring compliance and employment law.</li><li>
Deep passion for hospitality and a commitment to building people-first cultures and exceptional candidate experiences.</li></ul><h3 class="jobSectionHeader">
Travel Requirements</h3>
Ability to travel locally to restaurant locations, job fairs, and conferences as needed (up to 25%).<h3 class="jobSectionHeader">
Physical Requirements</h3><ul><li>
Must be able to remain in a stationary position (seated or standing) for extended periods while working at a computer.</li><li>
Frequent use of a computer, including typing, data entry, and reviewing documents on-screen.</li><li>
Occasional lifting or moving of files, office supplies, or equipment up to 30 pounds.</li><li>
Must be able to communicate effectively in person, over video, phone, and email.</li></ul><h3 class="jobSectionHeader">
Disclaimer</h3>
The above job description is meant to describe the general nature and level of work being performed; and is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.
We are an Equal Opportunity Employer. We recognize that people are our finest asset. It is our policy to provide equal employment opportunities to all individuals, regardless of race, creed, color, religion or belief, national origin, sex, ancestry, age, marital status, veteran status, disability, medical condition, gender identity or sexual orientation or any other classification protected by law.
Specialty Restaurants Corporation maintains a drug free workplace. The Company will consider for employment qualified applications with criminal histories in a manner that is consistent with local, state, and federal law. All job offers are contingent upon successfully passing of a background check.</div>

Director Of Talent Acquisition (Recruiting)

Universal Technical Institute

<div>Overview:
<div>
The Talent Acquisition Lead plays a key role in executing the company&rsquo;s hiring strategy while supporting and guiding a team of Talent Acquisition Partners. This role combines active requisition management with coaching and process leadership, ensuring an exceptional candidate and hiring manager experience. The Talent Acquisition Lead partners closely with hiring leaders, HR Partners, and the Talent Acquisition Directors to drive results, promote consistency, and foster a collaborative, high-performing recruiting culture.</div><div></div><div> 
Pay Range:</div><div>
What We Offer:</div><ul><li>
Tuition Waiver: Enjoy a tuition waiver after 6 months of employment for you AND your immediate family offered at UTI and Concorde campuses</li><li>
Paid Time Off: Competitive paid time off programs for employees (Vacation, Sick, Flexible)</li><li>
Retirement Matching: 50% match on the first 6% of your contributions after 90 days</li><li>
Paid Parental Leave: 4 weeks of paid leave for both birthing and non-birthing parents to bond with a new baby</li><li>
Competitive Insurance: Health, vision, and dental coverage for you and your dependents</li><li>
Pet Insurance: Competitive coverage for your furry family members through ASPCA</li><li>
Health Plan Enrollment: Eligibility starts first of the month following completing one full month of employment</li></ul>
Responsibilities:
<ul><li>Manage an active requisition load, leading the full-cycle recruitment process from intake through offer acceptance</li><li>
Ensure timely candidate movement, data accuracy, and adherence to defined SLAs</li><li>
Partner with hiring leaders to understand role expectations and deliver qualified, diverse slates</li><li>
Conduct weekly 1:1s with assigned recruiters to provide coaching, feedback, and development support</li><li>
Serve as the first point of escalation for process or candidate challenges</li><li>
Reinforce consistent recruiting practices across the team</li><li>
Train new TA Partners and hiring managers</li><li>
Partner with the Talent Acquisition Directors to balance workload, forecast needs, and align staffing priorities.</li><li>
Build trusted relationships with HR and business leaders to ensure proactive communication</li><li>
Assume responsibility for meetings and critical tasks when TA Manager/Director is unavailable</li><li>
Maintain accurate documentation in the ATS and ensure adherence to legal and organizational standards</li><li>
Monitor data quality and support ongoing process improvements</li><li>
Meet assigned hiring targets and ensure consistent adherence to service-level expectations</li><li>
Deliver a high-quality, timely, and professional experience for every candidate and hiring manager</li><li>
Provide accurate, actionable recruiting data and market insights to inform decisions</li><li>
Other duties as assigned</li></ul>
Qualifications:
<div>
Education / Experience:</div><ul><li>
High School Diploma or GED with 5 years of recruitment experience (required)</li><li>
Bachelor's Degree in Business, Human Resources, or related field (preferred)</li><li>
Knowledge base and experience in managing multiple requisitions in a high-volume or multi-site environment</li></ul><div>
Skills:</div><ul><li>
Strong understanding of recruiting processes, systems, and best practices</li><li>
Proficiency with ATS platforms and sourcing tools</li><li>
Excellent communication, interpersonal, and influencing skills</li></ul><div>
Abilities:</div><ul><li>
Able and willing to:<ul><li>
Communicate, think, learn, and reason</li><li>
Use computers and computer systems (including hardware and software) to process transactions, store documents, enter data, or perform assigned tasks</li><li>
Safely ambulate and/or maneuver when on-site at Company locations</li><li>
Demonstrate and utilize active listening, inductive reasoning, information ordering and category flexibility</li></ul></li><li>
Ability to use good judgment, problem-solving and decision-making skills</li><li>
Ability to maintain confidentiality and manage sensitive information with discretion</li><li>
Ability to work in a fast-paced environment where deadlines are essential and multiple projects are worked simultaneously</li><li>
Ability to gain, understand and apply information and data as it relates essential functions of the position</li><li>
Ability to foster long-term relationships with stakeholders</li><li>
Ability to coach and support peers through influence rather than authority</li><li>
Ability to problem-solve</li><li>
Ability to balance requisition ownership with team support and collaboration</li></ul></div>

Talent Acquisition Lead

NORA, Nationwide Organ Recovery Transport Alliance

Location: On Site — St. Charles, Illinois
 Department: Human Resources
 Reports To: SVP of Human Resources
 Supervises: Specialist, Talent Acquisition
 FLSA Status: Exempt
 
Position Summary
 The Director of Talent Management leads strategic talent initiatives for a 24/7 organ-transportation logistics company, focusing on workforce planning, talent acquisition, assessment, and development to support organization growth and operational excellence. This on-site leadership role drives the design and execution of talent strategies that align with business goals and foster a high-performance, diverse, and engaged workforce.
 Working closely with operational leadership, the Director translates talent strategy into practical tools and processes used across the organization, including hiring frameworks, onboarding programs, and performance management systems that support consistent people practices across a distributed national workforce.
 
Essential Responsibilities
 
Talent Acquisition
 <ul>
<li>Provide direct employee supervision for the TA function, which includes the selection, training, performance management, compensation administration, and termination of employees.</li>
<li>Manage recruitment processes and set strategy for the selection, development and retention of high caliber and diverse talent to meet future organizational growth plans.</li>
<li>Responsible for hands-on recruiting of management and salaried roles, and support of recruiting of dispatch roles.</li>
<li>Ensure execution of staffing plans aligned with the Base Opening People Plan.</li>
</ul>
Talent Management
 <ul>
<li>Create and drive strategy and framework for talent management, talent reviews, and performance management to drive organization effectiveness.</li>
<li>Design and lead implementation of performance management practices, goal setting, employee development, coaching and feedback, team performance and action planning.</li>
<li>Perform needs assessments and identify talent and capability gaps across the organization.</li>
<li>Foster integration of our values and organization expectations into practices and behaviors across the business enabling a mission-driven, performance culture.</li>
<li>Consult with leaders and employees to create individualized development plans.</li>
</ul>
Organizational Effectiveness
 <ul>
<li>Partner with functional leaders to design workforce planning and forecasting models to ensure we have the right people and the right skills at the right time.</li>
<li>Design and manage career paths and competency models.</li>
<li>Work with functional leaders to define required roles, including responsibilities and qualifications.</li>
<li>Build new hire orientation program to accelerate integration of employees into company culture.</li>
<li>Work with functional leaders to design new hire onboarding plans specific to their roles.</li>
<li>Lead initiatives and employee activities to support organization effectiveness, such as diversity and inclusion efforts and coaching or mentorship.</li>
<li>Design and implement an organization-wide recognition platform driving employee engagement and satisfaction.</li>
<li>Partner with outside vendor to design and implement regular employee engagement surveys, facilitate action plans in response to survey results, and communicate results effectively to employees.</li>
</ul>
This job description may not cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, activities, and responsibilities may change at any time with or without notice.
 
Qualifications
 Required
 <ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field.</li>
<li>7+ years of progressive experience in talent management, talent acquisition or related HR functions.</li>
<li>Proven leadership in workforce planning, talent acquisition, talent assessment, and development.</li>
<li>Strong strategic thinking and communication skills.</li>
<li>Expertise in performance management systems and workforce competency models.</li>
<li>Ability to think and plan strategically but follow through and act on the tactical requirements needed.</li>
<li>Strong project management skills including ability to create action plans and timelines, and manage multiple programs simultaneously.</li>
<li>Strong presentation and facilitation skills.</li>
<li>Experience managing and developing others.</li>
</ul>
Preferred
 <ul>
<li>Professional HR certification (i.e., SHRM-CP, SHRM-SCP, PHR, SPHR).</li>
<li>Experience in logistics or transportation industries.</li>
</ul>
Competencies
 <ul>
<li>Strategic leadership and vision.</li>
<li>Strong analytical and problem-solving skills.</li>
<li>Effective communication and stakeholder management.</li>
<li>Ability to drive change and influence organizational culture.</li>
</ul>
Work Environment
 <ul>
<li>On-site at the St. Charles, Illinois headquarters.</li>
<li>Ability to support a 24/7 operational environment with occasional after-hours needs.</li>
<li>Occasional travel to operational hubs or regional meetings as needed.</li>
</ul>

Director of Talent Management

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