vice president of talent acquisition

Memorial Healthcare System

<div>
 
 
 Summary:
 
 
 
 The Vice President of Talent acquisition leads the Center of Excellence and serves as a strategic partner in the design, development and execution of talent acquisition and workforce strategies in support of the organization&rsquo;s strategic plan (s). This impactful role partners closely with the Chief Human Resources Officer, Human Resources Leadership team, business leaders, and internal and external stakeholders in the development, implementation, and measurement of talent philosophy and strategy that aligns with the company&rsquo;s mission, vision, and values. This role is key in building talent capabilities that ensures organizational talent is ready to meet current and future business needs.
 
 
 
 
 
 
 Responsibilities:
 
 
 <ul>
 <li>
 Provide leadership and services focused on a highly engaged culture and team with direct oversight of talent activities such as: Employer brand alignment, sourcing, recruitment, selection, and pre-boarding and employee health.
 </li>
 <li>
 Develops, maintains and monitors key performance indicators (KPI's) in order to measure and report efficiency, service and productivity results to improve effectiveness of team, function, and organizational effectiveness.
 </li>
 <li>
 Serves as the subject matter expert and leader of the Center of Excellence to develop, design, and evaluate talent acquisition and workforce planning strategies for short-term and long-term talent solutions.
 </li>
 <li>
 Prepares, monitors, and evaluates departmental budgets, and ensures that the department operates in compliance with allocated funding.
 </li>
 <li>
 Provides continuous performance improvement of team members and process improvement initiatives to ensure the Memorial Experience is provided to all key stakeholders.
 </li>
 <li>
 Facilitates the development and maintenance of MHS Employer of Choice Branding Strategy to effectively attract top talent through strategic marketing initiatives and plans.
 </li>
 </ul>
 
 
 
 
 
 Education and Certification Requirements:
 
 Bachelors: Human Resources (Required)
 
 
 
 
 
 
 Required Work Experience:
 
 Ten (10) years progressive leadership experience in Recruitment/Talent acquisition in a healthcare setting.
 
 
 
 
 
 
 Other Information:
 
 Masters degree preferred. Additional Education Info: Human Resources or In a job related field.
 
</div>

Vice President Talent Acquisition

Buckner International

<div><div>Buckner International Location: Buckner Support Center</div>
<div>Location: Dallas, TX - Hybrid</div>
<div>Address: 12377 Merit Drive, Suite 900 
</div>
<div>Job Schedule: Full-Time</div>

We are seeking a Vice President of People, Talent and Employee Experience to join our People Operations team. As a VP of People, Talent and Employee Engagement you will play an important role in leading the execution of integrated and proactive HR solutions that differentiate Buckner as an employer of choice. The VP of People, Talent and Employee Experience works collaboratively with all levels of management and employees, the VP of People, Talent and Culture designs and delivers strategic PO solutions in alignment with business objectives and strategies. Reporting to the SVP, Chief People &amp; Internal Communications officer, the VP of People, Talent and Employee Experience is responsible for leading Talent Acquisition, Talent Development and Business Partner functions organization wide. Join our team and shine hope in the lives of others!

What you'll do:
<ul>
<li>Lead, coach, and develop a team of People Operations professionals to ensure consistent, high-quality support and solutions are delivered across the organization. Empower the team to operate as a balanced partner to the business.</li>
<li>Partner with executive leaders to design and deliver Talent Acquisition, Talent Development, and Business Partner solutions that support long-term business scale and agility.</li>
<li>Collaborate with internal and external stakeholders to ensure Talent Acquisition, Talent Development, and Business Partner solutions meet the evolving needs of the business.</li>
<li>Act as a trusted advisor to the SVP, Chief People &amp; Internal Communications Officer on complex issues.</li>
<li>Utilize people analytics and data-driven insights to diagnose organizational trends and recommend proactive solutions.</li>
<li>Participate in leadership meetings focused on diagnosing and guiding leaders on how to best solve system and organization problems. Provide support and guidance to business unit leadership on the implementation and enhancement of Talent Acquisition, Talent Development and Business Partner solutions.</li>
<li>Serve as the executive business partner to senior business and people operations leaders as required to execute strategy for talent acquisition, onboarding, development, engagement, retention, and succession planning solutions.</li>
<li>Collaborate with senior leaders on people operations planning, including the management of resources, considering the wider people operations agenda and any specific people issues that may exist within the business. This is inclusive of developing a strategic approach to recruitment of key staff.</li>
<li>Collaborate with leaders on developing strategies that aid in the achievement of measurable improvements in metric results, and which result avail actionable people management solutions and strategies.</li>
<li>Collaborate with other leaders within People Operations to ensure a seamless and integrated team member experience across the full employee life cycle.</li>
<li>Collaborate with business operations to develop strategies for people management, succession planning, and talent management for key managerial positions.</li>
<li>Ensure organizational success in complex business situations such as M&amp;A, integrations, and workforce planning.</li>
<li>Support execution on talent processes for all employees in all departments within the business and provide thought-leadership on issues that may avail improved operation and performance of the overall business.</li>
<li>Support execution on engagement processes for all employees in all departments within the business and provide thought-leadership on issues that may result in improved engagement and retention strategies.</li>
<li>In conjunction with Senior VP, Chief People and Internal Communications Officer, lead the planning and execution of Buckner-sponsored events.</li>
<li>Develop, implement, and administer HR policies and programs that align with and support organizational objectives.</li>
<li>Translate the strategic plans related to Talent Development initiatives into actionable and timely training and organizational development programs that will support the attainment of the strategic goals and operational objectives.</li>
<li>Respond to EEO and other regulatory agency inquiries or litigation in collaboration with legal.</li>
<li>Ensure all regulatory reports for assigned functions are accurate and completed by the designated due dates.</li>
<li>Maintain compliance with all Buckner policies, procedures, and Maintain knowledge of and compliance with all state and federal laws and regulatory requirements.</li>
<li>Periodically reviews, makes recommendations and maintains current employee policies and programs to improve the organization and the employee experience.</li>
<li>Maintain employee records, statistical data, prepares, reports as requested and Accurately review monthly financial statements to evaluate status of assigned areas, directing correction as needed and appropriate.</li>
<li>Responsible for supporting and representing Buckner at special events, activities, and other assigned functions.</li>
<li>The position can function in a hybrid work arrangement but attendance in person at the corporate office is required when requested.</li>
<li>Travel domestically as needed to monitor, assess, and help develop programs.</li>
<li>Attend and participate in meetings and training as required; facilitate meetings and training as required.</li>
<li>Develop emerging leadership through professional growth and development.</li>
<li>Work successfully as a part of a team and responsible for developing then maintaining strong working relationships with co-workers.</li>
<li>Perform special assignments, projects, and other duties as required.</li>
</ul>
What you'll bring:
<ul>
<li>Bachelor's Degree in a related field of study required.</li>
<li>Requires a minimum of 15 years of progressively responsible human resources experience including a minimum of 7 years of senior and executive People Operations leadership experience. Prior experience in a Vice President or Executive People Operations role preferred.</li>
<li>Certification as a SHRM Senior Certified Professional (SHRM-SCP) preferred.</li>
<li>Possess functional expertise across all general areas of People Operations, including organizational development skills to initiate change in processes and systems, planning and design of learning and development initiatives, talent acquisition, engagement, talent development, performance management, compensation, total rewards, and employee relations.</li>
<li>Ability to work collaboratively, and gain executive and managerial buy-in, to gain support for people operations initiatives.</li>
<li>Experience leading people operations functions in complex, multi-site organizations preferred.</li>
<li>Requires ability to strategically and tactically evaluate and implement sophisticated people operations programs and Requires the ability to work with a variety of organizational leaders to build consensus around HR strategy and tactics.</li>
<li>Requires prior related experience in talent management and leadership management with the ability to attract and retain outstanding talent and assemble and motivate high performing teams.</li>
<li>Requires proven ability to lead and manage people and situations effectively and consistently with the organization's core values and a servant leader mindset.</li>
<li>Requires strong communication skills including but not limited to negotiation, influence and consensus building in order to interface with employees at all levels within the organization as well as external vendors and agencies.</li>
<li>Requires proficient working knowledge and ability to manage People Operations systems.</li>
<li>Requires proficient working knowledge and ability to accurately and timely operate and perform computer tasks with specific equipment and software applications, including Microsoft Office applications and other software.</li>
<li>Proven track record of success in implementing programs that attract and retain a high performing, workforce.</li>
<li>High level of business acumen and proven effectiveness as an advisor working directly with executives to provide alignment of human capital initiatives with organizational strategy.</li>
<li>Experienced in using data analytics to develop and influence important decisions.</li>
<li>Well-versed in federal and state employment laws and compliance to ensure the business is set up for success. Experience working with remote employees across multiple states, preferred.</li>
<li>Requires commitment to demonstrate Christ-like values, per Buckner Mission Statement.</li>
<li>Ability to use up to 50 pounds of force occasionally, and /or up to 20 pounds of force frequently, and /or up to 10 pounds of force continuously to move objects.</li>
<li>Work deals mostly with objects, equipment and/or machines where the seeing job is at or within arm's reach. Depth perception and field of vision (peripheral) are of some importance.</li>
<li>Ability to stand, walk, stand and sit, sometimes for prolonged periods of time.</li>
<li>Requires ability to drive assigned vehicle(s) or personal vehicle, with appropriate state license, following all laws applicable; must provide proof of liability insurance and must be eligible to be insured under Buckner's insurance policy. Must be age 21 or older to drive on behalf of Buckner.</li>
<li>Requires sufficient good health to properly discharge duties.</li>
</ul>
 The above description reflects the details considered necessary to describe the essential functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.<div>
The same way we treat our employees is how we treat all applicants &ndash; with respect. Buckner is an equal opportunity employer (EEO is the law). You will be treated fairly throughout our recruiting process and without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, or veteran status in consideration for a career at Buckner.</div></div>

Vice President of People, Talent and Employee Experience

Broad River Retail

<div>
 
 
 CULTURE SNAPSHOT:
 
 
 
 Broad River Retail is a privately held organization where a diverse group of people work together and espouse our core values of integrity, personal excellence, customer satisfaction, collaboration, and innovation for the purpose of &lsquo;Furnishing Life&rsquo;s Best Memories.&rsquo; At Broad River, we believe that purpose begins with identity, which is why our people are referred to as &ldquo;Memory Makers.&rdquo; We know that everyone who works for our Company has the power to make positive, lasting memories not only for our Guests, but also for their fellow Memory Makers, our partners, their families, and in our communities. Our vision is to be the premier Ashley Store operator, and our mission is simply to be an excellent home furnishings retailer. Our Memory Makers are the driving force that has led us to being the largest and fastest growing Ashley licensee in the U.S., to being named as the National Home Furnishings Retailers of the Year in 2024 and landing us on the Best Places to Work list three years in a row in our industry.
 
 
 
 
 
 
 AT A GLANCE:
 
 
 
 The Director of Talent Acquisition (TA) will lead the overall TA function and devise talent acquisition strategies to support the organization&rsquo;s talent growth and objectives. This role requires a strategic and critical thinker with a passion for building effective relationships, a strong understanding of talent acquisition, and a commitment to fostering a data driven culture.
 
 
 
 
 
 
 DAY IN LIFE AS A DIRECTOR, TALENT ACQUISITION:
 
 
 
 
 
 
 
 Strategic Leadership:
 
 Design and implement a comprehensive talent acquisition strategy that aligns with Broad River Retail&rsquo;s goals, ensuring a diverse and high-quality talent pipeline.
 
 
 
 
 
 
 Team Development:
 
 Lead, mentor, and develop the talent acquisition team, fostering a culture of continuous improvement and professional growth.
 
 
 
 
 
 
 Stakeholder Engagement:
 
 Collaborate with senior and executive leaders to identify workforce planning needs, customize recruitment plans, and provide updates on talent acquisition initiatives.
 
 
 
 
 
 
 Recruitment Strategy:
 
 Develop and execute a comprehensive talent acquisition strategy to attract top talent across all levels of the organization.
 
 
 
 
 
 
 End-to-End Recruitment:
 
 Oversee the entire recruitment process, including sourcing, interviewing, and selecting candidates, ensuring a positive and efficient candidate experience.
 
 
 
 
 
 
 Data-Driven Decision Making:
 
 Utilize recruitment metrics and analytics to evaluate the effectiveness of talent acquisition strategies, making adjustments as necessary to improve outcomes. Leverage data to identify effective recruiting channels and techniques.
 
 
 
 
 
 
 Employer Branding:
 
 Enhance the organization&rsquo;s employer brand by promoting its values, culture, and career opportunities through various channels, including social media and industry events. Collaborate with marketing and communications teams to highlight company culture and values.
 
 
 
 
 
 
 Compliance and Best Practices:
 
 Ensure that all legal and recruitment practices comply with applicable employment laws and regulations and implement best practices to ensure fairness and equity in hiring.
 
 
 
 
 
 
 Market Insights:
 
 Stay informed about industry trends, labor market dynamics, and competitive hiring practices to effectively position the organization as an employer of choice.
 
 
 
 
 
 
 Budget Management:
 
 Oversee TA budget, optimizing resources to meet recruitment goals while maintaining cost-effectiveness.
 
 
 
 
 
 
 WHAT YOU&rsquo;LL NEED TO SUCCEED:
 
 
 
 &bull; Bachelor&rsquo;s degree in human resources, business administration, or a related field; a master&rsquo;s degree is preferred.
 
 
 &bull; 10+ years of experience in talent acquisition or recruitment, with at least 5 years in a leadership role.
 
 
 &bull; Proven experience in developing and implementing successful talent acquisition strategies in a fast-paced environment.
 
 
 &bull; Strong knowledge of employment laws, regulations, and best practices.
 
 
 &bull; Excellent communication, interpersonal, and presentation skills.
 
 
 &bull; Excellent leadership, communication, and interpersonal skills.
 
 
 &bull; Ability to analyze data and use insights to form people related strategic decisions.
 
 
 &bull; Ability to analyze data and use metrics to drive recruitment performance.
 
 
 &bull; Proficiency with applicant tracking systems (ATS) and recruitment tools.
 
 
 &bull; Experience working in Paycom is a plus.
 
 
 
 
 
 
 WORKPLACE ENVIRONMENT:
 
 
 
 While performing the duties of this job the employee is:
 
 
 &bull; Ability to work independently, as well as, in a collaborative team environment.
 
 
 &bull; This role is a hybrid (3 days in office) position after training and onboarding is complete.
 
 
 &bull; Travel to stores, Distribution Centers, and other travel as necessary up to 35% of the time.
 
 
 &bull; Employees must arrange an appropriate workspace that ensures their productivity. Must be able to participate in virtual meetings, on-camera, and calls with minimal distraction.
 
 
 
 
 
 
 In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.
 
 
 
 
 
 
 
 MEMORY MAKER PERKS &amp; BENEFITS:
 
 
 
 &bull; Medical, dental, vision, and life insurance options
 
 
 &bull; Paid time off and 401K matching contribution
 
 
 &bull; Employee discount (40%) at BRR Ashley locations
 
 
 &bull; Internal Opportunities for career growth and advancement
 
 
 &bull; Competitive salary and comprehensive benefits package
 
 
 &bull; Opportunities for professional development and career advancement
 
 
 &bull; A dynamic, inclusive work environment that values diversity and collaboration
 
 
 
 
 
 
 OUR COMMITMENT TO YOU:
 
 
 
 Broad River Retail is an EEOC compliant committed to creating a place where everyone feels respected, valued, and able to reach their full potential. Regardless of race, gender, religion, sexual orientation, age, disability, or if you&rsquo;re parenting the next generation of Memory Makers, we firmly believe our work is at its best when everyone feels free to be their most authentic self.
 
</div>

Director of Talent Acquisition

Greenfield Global

Job Title: Director, Talent Acquisition
 Department: People & Culture
 Reporting to: Chief People & Enterprise Excellence Officer
 Location: Any Greenfield Global location (Global Scope)
 Employment Type: Full-Time, Permanent
 Vacancy Status: This position is vacant.
 
Greenfield is looking for a Director, Talent Acquisition to join our growing team.
 
Position Overview
 Greenfield Global is seeking a Director of Talent Acquisition to build and lead a modern, globally aligned talent acquisition function that supports our growth strategy.
 
This role will design and implement the global strategy, systems, and processes for all pre-hire talent activities, including Employer Branding, Talent Attraction, and Talent Acquisition. The Director will be responsible for ensuring Greenfield attracts, engages, and hires the talent needed to execute our business strategy across North America and Europe.
 
This is a build-mode leadership role. The current recruiting approach is decentralized and highly manual. The Director of Talent Acquisition will establish a globally consistent recruiting strategy supported by modern systems, clear workflows, and measurable outcomes. Experience in Change Management a plus as we bring the business along in the newly established mode of working.
 
This leader will own the entire pre-hire talent lifecycle and ensure a seamless handoff into onboarding once candidates become employees.
 
The Director will directly manage one dedicated Talent Acquisition professional and coordinate recruiting activities across the organization by leveraging site-level People & Culture generalists.
 This role requires a leader who is equally comfortable designing strategy, implementing technology-enabled processes, and driving operational excellence.
 
Who We Are: 
Greenfield Global is a leading producer and supplier of high-value, mission-critical raw materials, ingredients, and additives that are vital to businesses and integral to a lower-carbon economy. From start-ups to the largest brands in the world, customers trust Greenfield’s extensive portfolio of premium products, regulatory expertise, and industry-leading service to improve people’s lives and the health of the planet.
 
Why Join Greenfield?
 
We innovate, collaborate, and work with purpose. By unlocking the potential of people, partnerships, and nature to accelerate sustainable solutions for the health of the planet, our work has a positive impact on the environment around the world. We’re always looking for people who can bring new talents and experience to our team.
 
Who You Are: 
<ul>
<li>Strategic thinker with strong operational execution.</li>
<li>Ability to influence leaders and drive alignment across a distributed organization.</li>
<li>Skilled in process design, workflow development, and operational improvement.</li>
<li>Strong analytical and data-driven decision-making skills.</li>
<li>Bilingual - English & French is a plus</li>
</ul>
Your Experience Should Include
 
<ul>
<li>8–12+ years of progressive experience in talent acquisition or recruiting leadership.</li>
<li>Demonstrated experience designing or transforming a scalable recruiting function.</li>
<li>Experience recruiting within industrial, manufacturing, or technical environments strongly preferred.</li>
<li>Experience supporting multi-site or international hiring. Greenfield is located in the United States, eastern Canada and Ireland.</li>
<li>Expert-level proficiency with Dayforce HRIS, particularly recruiting workflows and reporting.</li>
<li>Experience implementing or optimizing recruiting technology platforms.</li>
<li>Strong understanding of modern sourcing tools, recruiting automation, and candidate experience technologies.</li>
</ul>
Job Responsibilities: 
Talent Acquisition Strategy
 <ul>
<li>Design and implement a global talent acquisition strategy aligned with Greenfield’s workforce growth plans.</li>
<li>Establish consistent recruiting processes and standards across all business units and geographies.</li>
<li>Build a scalable recruiting model capable of supporting approximately 120–150 hires annually worldwide.</li>
<li>Develop recruiting playbooks, workflows, and accountability structures for hiring managers and HR partners.</li>
<li>Drive alignment across regions and ensure consistent execution of the recruiting strategy globally.</li>
</ul>
Employer Branding & Talent Attraction
 <ul>
<li>Lead the development and execution of Greenfield’s Employer Value Proposition (EVP).</li>
<li>Oversee the design and ongoing management of the company’s external careers site.</li>
<li>Develop targeted talent attraction strategies for critical roles and talent segments.</li>
<li>Build talent pipelines for key positions and strategic capabilities.</li>
<li>Leverage social media, professional networks, and industry partnerships to strengthen Greenfield’s employer brand.</li>
</ul>
Talent Acquisition Operations
 <ul>
<li>Manage the full recruiting lifecycle and carry their own req load including:</li>
<li>job intake</li>
<li>sourcing</li>
<li>candidate screening</li>
<li>interview coordination</li>
<li>offer development</li>
<li>candidate communication</li>
<li>Implement consistent hiring processes that deliver an excellent candidate experience.</li>
<li>Ensure smooth handoffs to the onboarding process once candidates are hired.</li>
</ul>
Technology & Systems
 <ul>
<li>Serve as the global owner of the recruiting technology stack, Greenfield uses Dayforce, expert-level capabilities there are a plus.</li>
<li>Design recruiting workflows within the HRIS to automate processes and improve visibility.</li>
<li>Optimize the use of recruiting tools, candidate relationship management, and sourcing platforms.</li>
<li>Ensure recruiting data integrity and reporting accuracy.</li>
</ul>
Global Collaboration
 <ul>
<li>Partner closely with site level People & Culture teams supporting local recruiting activities.</li>
<li>Provide tools, training, and guidance that enable consistent recruiting execution globally.</li>
<li>Support hiring managers in building strong, effective interview processes and selection decisions.</li>
</ul>
Metrics & Reporting
 <ul>
<li>Establish and manage the global recruiting dashboard. Including</li>
<li>time to fill</li>
<li>time to hire</li>
<li>candidate pipeline health</li>
<li>cost per hire</li>
<li>offer acceptance rate</li>
<li>hiring manager satisfaction</li>
<li>quality of hire</li>
<li>diversity of candidate pipeline</li>
<li>Deliver regular recruiting performance insights to executive leadership.</li>
</ul>
Leadership Responsibilities
 <ul>
<li>Lead and develop one direct report in Talent Acquisition.</li>
<li>Build strong relationships with hiring managers and business leaders.</li>
<li>Serve as a thought partner to leadership on workforce planning and talent strategy.</li>
<li>Promote a culture of continuous improvement and operational excellence in recruiting.</li>
</ul>
Success in This Role
 
Success will be defined by the ability to: 
<ul>
<li>Establish a globally consistent recruiting system from Employer Branding to Onboarding</li>
<li>Improve hiring speed and candidate quality</li>
<li>Strengthen Greenfield’s employer brand</li>
<li>Deliver clear recruiting insights to leadership</li>
<li>Build a scalable talent acquisition function that supports company growth</li>
</ul>
Total Compensation & Care: 
<ul>
<li>Base salary dependent on experience and demonstrated performance</li>
<li>Formal and informal training opportunities</li>
<li>Comprehensive health and dental benefits</li>
<li>Income protection: short- and long-term disability coverage, life insurance, paid personal sick time</li>
<li>Vacation time exceeding industry standards</li>
<li>Company funded retirement savings program with individual contribution opportunities</li>
<li>Meaningful and challenging work</li>
<li>Curated intentional culture focused on growth and development, engagement, and communication</li>
</ul>
About Us
 We own and operate five distilleries, four specialty chemical manufacturing and packaging plants, and three next-generation biofuel and renewable energy R&D centers. This integrated model enhances supply chain transparency, quality control, custom formulation development, and ultimately customer satisfaction.
 
Core Principles
 <ul>
<li>Innovation: We are constantly seizing opportunities to develop new products, processes and methods to meet the diverse and demanding requirements of our customers.</li>
<li>Collaboration: We are part catalyst, part collaborator. We work with partners to get the most out of our existing products, and to develop custom solutions for our customer requirements.</li>
<li>Responsibility: Our commitment to give back to local communities in the US and Canada goes beyond the bottom line. We give back to the planet by processing renewable resources into low carbon fuels and chemicals.</li>
<li>Agility: Our team is not only fast, we has the flexibility and creativity to pivot with customer needs to develop custom-made, on-time solutions.</li>
<li>Discipline: At every plant, and for every customer, for every shipment, we put quality first. We operate a tight, transparent supply chain while meeting the highest regulatory standards.</li>
</ul>
At Greenfield, people—not AI—make our hiring decisions. We use AI only for routine administrative support and never to screen candidates or determine outcomes. Every application is reviewed by our team, and if any step involves increased AI use, we’ll inform candidates in advance. We’re committed to responsible, transparent, and fair hiring practices.

Director, Talent Acquisition

KREWE du optic

<div>About KREWE
KREWE is an independent, high-fashion eyewear brand rooted in the vibrant culture and boundless creativity of our hometown, New Orleans - and now proudly headquartered in both New Orleans and New York City. Since our launch in 2013, KREWE has grown into a dynamic brand celebrated for its distinctive, handcrafted sun and optical frames that reflect a deep commitment to quality, individuality, and design.
In 2022, we opened the doors to our NYC headquarters in the heart of the Meatpacking District, building a second home for the brand that brings New Orleans&rsquo; culture, creativity, and energy to one of the world&rsquo;s most iconic design capitals. Our presence now spans brick-and-mortar boutiques, mobile retail concepts, and a thriving e-commerce platform - alongside distribution through premier independents and top national retailers. Celebrated for our unique approach to design, KREWE has cultivated a loyal following among style-conscious consumers and influential tastemakers.
As we continue to expand, we&rsquo;re looking for passionate, driven, and innovative individuals to join our talented team. At KREWE our work is fast-paced, collaborative, and deeply mission-driven. Our people are high-performing and ambitious - not just about hitting goals, but about building something that&rsquo;s original, culturally rooted and globally resonant. Every team member at KREWE has the opportunity to own their role and make a lasting impact. If this sounds like the right environment for you we invite you to apply below.
We are currently searching for a high-performing Head of Talent Acquisition to lead a strategic talent acquisition function that supports the company&rsquo;s next phase of growth. This role owns the transition from reactive recruiting to proactive talent acquisition, with accountability for how KREWE identifies, attracts, and closes top talent. This leader will design and operate the full talent engine, including sourcing architecture, pipeline development, and hiring strategy, while personally leading critical searches and managing a small team. Success will be determined by improved time-to-fill, offer acceptance rate, retention, candidate and hiring manager experience. The role requires a deep understanding of the competitive talent landscape and the ability to position KREWE effectively within it. KREWE will prioritize candidates with experience building and/or scaling talent acquisition function in growing retail or consumer goods organizations.
This is a New Orleans-based role, reporting to the Senior Director, People and working closely with the CEO and Founder. Success requires operating in-person with leadership while building talent pipelines nationally. 
Key Responsibilities:<ul><li>
Design and implement a full-funnel recruitment strategy and process, paying particular attention to identifying, sourcing, and tracking qualified candidates.</li><li>
Partner with executive leadership and hiring managers to forecast hiring needs and support workforce planning aligned with company growth.</li><li>
Track and analyze recruiting metrics including time-to-fill, source of hire, pipeline conversion, and offer acceptance rates to improve hiring effectiveness.</li><li>
Develop and maintain proactive talent pipelines for critical roles across corporate teams.</li><li>
Partner with the Senior Director, People to strengthen and promote KREWE&rsquo;s employer brand to attract top talent through career pages, LinkedIn, industry events, and partnerships.</li><li>
Train and support hiring managers on structured interviewing, evaluation frameworks, and best practices to ensure consistent and equitable hiring processes.</li><li>
Continuously evaluate and optimize the recruiting process to improve efficiency, candidate experience, and hiring manager satisfaction.</li><li>
Manage relationships with external recruiting agencies, job boards, and sourcing platforms as needed.</li><li>
Partner cross-functionally with HR, leadership, and department heads to support organizational growth and talent strategy.</li><li>
Source qualified candidates using LinkedIn and KREWE&rsquo;s applicant tracking system to fill open positions and proactively identify top talent.</li><li>
When necessary, conduct initial screenings to assess candidate qualifications and fit.</li><li>
Review and occasionally prepare the necessary documents for job openings, candidates, and hiring managers - including job descriptions, scorecards, and itineraries.</li><li>
Arrange travel and accommodations for out-of-town candidates as needed.</li></ul>
Requirements:<ul><li>
7+ years of experience in recruiting or talent acquisition, with experience leading or owning a recruiting function, ideally within a retail or consumer goods organization.</li><li>
Experience building or scaling talent acquisition processes in a high-growth organization.</li><li>
Track record of building proactive sourcing strategies and pipelines in competitive talent markets.</li><li>
Experience personally closing high-impact or leadership roles.</li><li>
Strong understanding of talent mapping, market dynamics, and candidate behavior.</li><li>
Experience managing recruiters or talent teams.</li><li>
High level of ownership, judgment, and ability to operate in ambiguous, evolving environments.</li><li>
Strong analytical skills with the ability to use data to improve hiring outcomes.</li><li>
Experience in consumer, retail, or hospitality businesses preferred.</li><li>
Excellent communication and stakeholder management skills.</li><li>
Strong analytical skills with the ability to interpret recruiting data and make process improvements.</li><li>
Experience partnering with senior leaders and hiring managers across multiple departments.</li><li>
Familiarity with applicant tracking systems, ideally Rippling, LinkedIn, and Google Suite.</li><li>
Strong organizational and time management skills.</li><li>
Ability to handle sensitive and confidential information with discretion.</li><li>
Detail-orientated and able to manage multiple tasks simultaneously.</li><li>
High level of professionalism and customer service orientation.</li></ul>
Benefits and Perks:<ul><li>
Competitive wage</li><li>
Group health plans: health, vision and dental insurance</li><li>
Welfare benefits: life, ad&amp;d, supplemental voluntary coverage</li><li>
FSA Plan &amp; HSA Program</li><li>
401(K) Investment Options</li><li>
Adoption Assistance, EAP, Commuter Benefits</li><li>
Paid Parental Leave</li><li>
Quarterly Cultural Spend</li><li>
Ongoing Training and Development, an Educational Allowance</li><li>
10 paid holidays and Paid Time Off accrual</li><li>
KREWE employee quarterly frame allowance (of course!)</li></ul>
Diversity and Inclusion:
KREWE believes in providing an inclusive workplace where all individuals have the opportunity to succeed. We are proud to provide equal employment opportunities (EEO) to all employees and applicants without discrimination or retaliation because of race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, gender expression, veteran status, pregnancy or any other protected characteristic as established by applicable local, state, or federal law.</div>

Head of Talent Acquisition

Hinge

<div>
 
 
 Hinge is the dating app designed to be deleted
 
 
 
 
 
 
 
 In today's digital world, finding genuine relationships is tougher than ever. At Hinge, we&rsquo;re on a mission to inspire intimate connection to create a less lonely world. We&rsquo;re obsessed with understanding our users&rsquo; behaviors to help them find love, and our success is defined by one simple metric&ndash; setting up great dates. With millions of users across the globe, we&rsquo;ve become the most trusted way to find a relationship, for all.
 
 
 
 
 
 
 
 About the Role
 
 
 
 
 
 
 We are seeking a Director, Talent Acquisition to lead the Talent Acquisition organization and serve as a strategic advisor to senior leadership. This role owns talent acquisition strategy and outcomes across the company, shapes long-range workforce planning, and ensures hiring strategies materially support business growth and capability needs. The Director operates with a thoughtful, data-driven approach to enterprise hiring strategy, workforce planning, and TA operations, balancing urgency with long-term business impact.
 
 
 
 
 
 The Director owns capacity planning, headcount forecasting, and TA resource allocation in close partnership with Finance and People leadership. This role sets scalable recruiting standards and operating models, ensures strong offer governance and market alignment, and strengthens Hinge&rsquo;s ability to attract, assess, and hire top talent in a competitive market.
 
 
 
 
 
 
 
 
 
 Responsibilities
 
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 Lead, mentor, and develop TA leaders and senior individual contributors, fostering an inclusive, high-performance culture
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 Own organizational workforce and capacity planning to ensure scalable coverage aligned to business priorities
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 Set performance standards, accountability frameworks, and leadership norms across the TA organization
 </li>
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 Provide ongoing coaching and feedback to support leader development, succession planning, and organizational health
 
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 Strategic Talent Acquisition
 
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 Own and shape talent acquisition strategy in partnership with executives and senior leaders, translating business strategy into long-range workforce and hiring plans
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 Build and evolve enterprise hiring strategies that balance speed, quality, cost, and long-term capability
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 Provide strategic leadership for complex, high-priority, or business-critical searches, removing obstacles and guiding decision-making
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 Define and evolve build-vs-buy and internal-vs-external talent strategies to support sustainable growth
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 Partner closely with HRBPs and People leadership to align TA strategy with people plans, enable workforce planning and internal mobility, and ensure a smooth candidate-to-employee transition
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 Serve as a trusted advisor to leaders on talent tradeoffs, market constraints, and organizational design considerations
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 Enable and govern internal mobility to support retention, engagement, and capability development
 
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 Recruiting Operations &amp; Process Excellence
 
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 Own the TA operating model, governance, and standards to ensure efficiency, quality, and scalability across the organization
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 Ensure consistent, high-quality recruiting execution from intake and sourcing through assessment, offer, and close
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 Be accountable for offer strategy, leveling consistency, and compensation governance, partnering closely with Compensation, Finance, and Legal
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 Establish and scale best practices that support both speed and quality while managing risk
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 Ensure recruiting practices align with legal and regulatory requirements
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 Strengthen referral strategy and performance through cross-functional partnership and organizational engagement
 
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 Data, Insights &amp; Forecasting
 
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 Own TA forecasting, scenario planning, and executive reporting to inform business decisions and priorities
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 Establish success metrics tied to business impact, risk mitigation, and long-term capability
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 Monitor recruiting performance and trends, identifying opportunities to improve outcomes and efficiency
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 Use market intelligence to advise leaders on hiring challenges, competitive dynamics, and talent availability
 
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 TA Tools, Systems &amp; Technology
 
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 Set strategic direction for the TA technology ecosystem to support scale, data integrity, and strong decision-making
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 Partner with TA Operations and internal systems teams to drive adoption, consistent workflows, and high-quality reporting
 
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 Employer Branding
 
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 Partner with Employer Brand and Marketing teams to strengthen Hinge&rsquo;s talent market positioning and ensure consistent, authentic messaging across channels
 
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 Stakeholder Management &amp; Communication
 
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 Serve as a trusted advisor to executives and senior leaders, proactively surfacing risks, insights, and recommendations
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 Lead TA-related change management initiatives, ensuring clarity, alignment, and effective adoption across teams
 
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 What We're Looking For
 
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 10+ years of experience in Talent Acquisition, including enterprise or multi-functional scope
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 5+ years of people leadership experience, including leading leaders or managing managers
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 Proven ability to operate as a strategic partner to executive leadership
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 Demonstrated success in workforce planning, forecasting, and data-driven decision-making
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 Strong track record of building scalable TA organizations and driving operational excellence
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 Deep understanding of competitive talent markets, especially within consumer tech
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 High judgment, strong executive presence, and comfort navigating ambiguity and tradeoffs
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 Strong emotional intelligence&mdash;empathetic listener who builds psychological safety and coaches others through change.&nbsp;
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 Excellent communication skills, with the ability to influence executives and cross-functional partners
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 As a member of our team, you&rsquo;ll enjoy:
 
 
 
 
 
 
 
 401(k) Matching:
 
 
 We match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
 
 
 
 
 
 
 
 Professional Growth:
 
 
 Get an annual Learning &amp; Development stipend once you&rsquo;ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
 
 
 
 
 
 
 
 Parental Leave &amp; Planning:
 
 
 When you become a new parent, you&rsquo;re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
 
 
 
 
 
 
 
 Fertility Support:
 
 
 You&rsquo;ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. We also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
 
 
 
 
 
 
 
 Date Stipend:
 
 
 All Hinge employees receive a $100 monthly stipend for epic dates&ndash; Romantic or otherwise. Hinge Premium is also free for employees and their loved ones.
 
 
 
 
 
 
 
 ERGs:
 
 
 We have eight Employee Resource Groups (ERGs)&mdash;Asian, Unapologetic, Disability, LGBTQIA+, R
 
 
 aices
 
 
 , Women/Nonbinary, Parents &mdash;that hold regular meetings, host events, and provide dedicated support to the organization &amp; its community.
 
 
 
 
 
 
 
 At Hinge, our core values are&hellip;
 
 
 
 
 
 
 
 Authenticity:
 
 
 We share, never hide, our words, actions and intentions.
 
 
 
 
 
 
 
 Courage:
 
 
 We embrace lofty goals and tough challenges.
 
 
 
 
 
 
 
 Empathy:
 
 
 We deeply consider the perspective of others.
 
 
 
 
 
 
 
 Diversity inspires innovation
 
 
 
 
 
 
 
 Hinge is an equal-opportunity employer. We value diversity at our company and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
 
 
 
 
 
 
 
 
 If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please let your Talent Acquisition partner know.
 
 
 
 
 
 
 
 
 #Hinge
 
 
 
 
 We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
 
 
 
 
 Factors such as scope and responsibilities of the position, candidate's work experience, education/training, job-related skills, internal peer equity, as well as market and business considerations may influence base pay offered. This salary range is reflective of a position based in New York City. This salary will be subject to a geographic adjustment (according to a specific city and state), if an authorization is granted to work outside of the location listed in this posting.
 
</div>

Juniper Landscaping

<div>The Director of Talent Acquisition leads and is accountable for the organization&rsquo;s talent acquisition strategy and recruiting function, ensuring the company can attract, hire, and retain the talent necessary to support operational performance and long-term growth. This role provides leadership and direction for the recruiting team by establishing recruiting strategies, strengthening recruiting capabilities, supporting workforce planning initiatives, and ensuring hiring processes are executed consistently across the organization.
The Director partners closely with the Chief Human Resources Officer and operational leadership to align recruiting priorities with business goals, forecast workforce needs, and develop scalable recruiting strategies that support the organization&rsquo;s growth across multiple locations.
The Director of Talent Acquisition is expected to perform all the essential duties timely and accurately, in accordance with all applicable company policies, procedures, processes and practices, and compliant with all federal, state, and local laws and regulations. The essential duties below are not intended to be all-inclusive, but rather indicative to the characteristics normally associated with the job. While it is intended to be an accurate reflection of the current job, the Company reserves the right to revise the job, due to reasonable accommodation or other reasons, and assign or reassign duties and responsibilities at any time.<ul><li>
Follow, promote, and enforce all labor laws, safety policies, practices, and procedures to ensure safe working conditions and behaviors are maintained. Assist with safety investigations and safety hazards and/or incidents.</li><li>
Lead efforts in recruiting, hiring, and onboarding new employees. Foster a culture of continuous learning by providing training and development opportunities to enhance team skills and performance.</li><li>
Effectively manage employee performance by clearly communicating expectations, providing regular and constructive feedback, and addressing both positive contributions and areas for improvement. Foster a culture of accountability and continuous growth.</li><li>
Promote a positive and inclusive work environment by actively recognizing achievements, addressing employee concerns promptly, and using approaches to maintain high levels of employee satisfaction and retention.</li><li>
Establish and lead the organization&rsquo;s talent acquisition strategy by partnering with the CHRO and operational leadership to forecast workforce needs, align recruiting priorities with business objectives, and ensure recruiting capacity supports operational workforce demands and organizational growth.</li><li>
Lead and develop the recruiting function by establishing team priorities, recruiting standards, and performance expectations that drive consistent, high-quality hiring outcomes across all locations.</li><li>
Provide strategic oversight for specialty workforce programs, including the H-2B program, ensuring these programs support operational workforce needs while maintaining compliance with applicable regulations.</li><li>
Establish and monitor recruiting performance metrics, including time-to-fill, pipeline health, and quality of hire, providing leadership with insights and recommendations to strengthen recruiting outcomes.</li><li>
Evaluate labor market conditions and oversee recruiting infrastructure, including sourcing strategies, recruiting technology, and external partnerships, to strengthen sustainable talent pipelines.</li><li>
Partner with the CHRO and HR leadership to support organizational growth initiatives, including acquisitions, expansion into new markets, succession planning, and leadership pipeline development.</li><li>
Perform other relevant duties, as assigned</li></ul>
Qualifications:<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or a related field preferred.</li><li>
Minimum of 8 years of progressive talent acquisition experience, including demonstrated success leading recruiting teams and supporting multi-location or high-growth organizations.</li><li>
Minimum of 3 years of leadership experience managing recruiting teams, including responsibility for developing recruiters and driving hiring outcomes.</li><li>
Demonstrated experience managing or supporting H-2B recruiting operations, including coordination of program deadlines, documentation accuracy, and compliance requirements preferred.</li><li>
Demonstrated experience developing talent acquisition strategies, workforce planning initiatives, and scalable recruiting processes supporting both management and high-volume operational hiring.</li><li>
Strong understanding of employment laws and recruiting compliance requirements, including candidate documentation and hiring practices.</li><li>
Strong working knowledge of Applicant Tracking Systems (ATS), recruiting analytics, workforce planning practices, and compliance requirements related to employment and recruiting.</li><li>
Strong verbal and written communication skills, with the ability to effectively share information across teams and stakeholders.</li><li>
Fluency in English required; Spanish preferred; Creole a plus.</li><li>
Ability to travel as needed to support hiring initiatives, field engagement, and recruiting events.</li><li>
Proficient in computer and technology skills including working knowledge of Microsoft Office Suite, Adobe, and mobile devices.</li><li>
Must possess a valid US driver&rsquo;s license (or equivalent) and meet Motor Vehicle Record (MVR) verification requirements.</li></ul>
About Us
Juniper is a full-service landscape design, build, and management company servicing the Southeast. Our family of companies proudly includes Juniper, Davis Landscape, Elegant, Shooter &amp; Lindsey, and Rip's. We are recognized as award-winning leaders in our industry with over 30 locations and 2,000+ team members. At Juniper, the foundation of who we are, how we perform, and how we treat others is guided by our core values. We are committed to a culture that welcomes, grows, and celebrates people who share in our mission to design, build, and maintain the best landscaping in the industry.
We offer career growth opportunities and excellent benefits (health/dental/vision insurance, 401K, and PTO plans). Join our company, where we Welcome/Grow/Celebrate you at Juniper!</div>

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