Director of Talent Acquisition

Supervisor’s Job Title: VP of Talent Management

Direct Reports: 8 (Retail Recruiters (4), Corporate Recruiter(s) (1–2), Recruiting Coordinator(s) (1–2))

Position Summary:

Our client, a global, multi-site retail and consumer services organization, is seeking a Director of Talent Acquisition. The Director of Talent Acquisition is responsible for leading and executing recruiting operations across retail, corporate, and supply chain functions. This is a tactical leadership role focused on managing a team of recruiters, driving daily execution, and ensuring hiring goals are met with speed, quality, and consistency.

This role is critical to ensure hiring targets are met to drive business outcomes, while maintaining a high-quality candidate experience and strong partnerships with hiring managers. This individual will work closely with the VP of Talent to implement technology or process changes.

Absolute Minimum Must-Have’s / Experience / Requirements:

• Bachelor’s Degree
• 8+ years of recruiting experience, including team management
• Proven success in high-volume hiring environments (retail)
• Strong organizational skills and ability to manage competing priorities
• Proficiency with ATS platforms and recruiting tools — familiarity with modern platforms (e.g., UKG, Greenhouse, Workday, SAP) preferred; ability to leverage system data to track recruiter activity and inform decision-making is essential
• Proven use of metrics to drive team performance and optimization

Key Responsibilities:

• Oversee a team of recruiters and coordinators, ensuring alignment to hiring priorities and daily execution
• Provide hands-on support for high-volume or complex requisitions across all business units
• Monitor team performance, coach for efficiency, and ensure accountability to hiring targets
• Ensure timely and accurate posting, sourcing, screening, and scheduling across all functions
• Troubleshoot bottlenecks in the hiring process and implement solutions
• Maintain compliance with hiring policies and procedures
• Address candidate escalations or delays with urgency and care
• Collaborate with hiring managers to understand hiring needs and develop recruiting strategies
• Manage the full life-cycle recruiting process for all SSC positions while delivering a customized candidate experience
• Partner with recruitment marketing to support employer brand initiatives through social media, career fairs, networking, and college recruiting programs
• Manage and administer Co-Op and Intern Programs
• Represent Talent Acquisition at networking events, conferences, and industry events
• Carry an active requisition load during the ramp-up period, personally executing Director- and VP-level searches; transition to a primarily managerial capacity as the team scales

Working Relationships:

TA team, Human Resources team, Retail Operations, Finance, IT, Field Operations, Marketing, Other Internal Departments as needed, External Talent Acquisition Vendors and Agencies

Key Desired Business Outcomes

Desired Business Outcomes / Key Accomplishments

How success will be measured within the first 180 days

• Build a clear understanding of current recruiting structure, workflows, and performance across both retail and corporate hiring
• Stabilize day-to-day recruiting operations, ensuring consistent execution across intake, sourcing, screening, and offer stages
• Assess current team capabilities (retail recruiters, corporate recruiting support, coordinators) and identify gaps in structure, skillset, and capacity
• Improve speed and efficiency of corporate hiring, reducing time-to-fill and eliminating bottlenecks
• Establish consistent recruiting rhythms with hiring managers, including intake alignment, communication cadence, and feedback loops
• Implement basic performance tracking across the recruiting function (requisition load, time-to-fill, funnel conversion, recruiter activity)
• Provide hands-on support for critical and/or senior-level searches (Director and VP-level roles)
• Strengthen partnership with field leadership (District and Divisional leaders) to ensure alignment on hiring needs and challenges
• Identify opportunities for process improvement, system enhancements, and overall recruiting infrastructure

Desired Business Outcomes / Key Accomplishments

How success will be measured within the first 365 days

• Build a scalable, high-performing Talent Acquisition function capable of supporting both high-volume retail hiring and corporate recruitment needs
• Improve overall hiring outcomes, including time-to-fill, quality of hire, and hiring manager satisfaction
• Establish clear structure, roles, and accountability across retail and corporate recruiting teams
• Implement standardized recruiting processes, tools, and reporting to drive consistency and visibility across the function
• Partner with leadership to enhance employer branding and talent attraction strategies for corporate roles
• Lead evaluation and/or implementation of an updated ATS and recruiting technology stack (as applicable)
• Develop data-driven recruiting strategies using insights from recruiting metrics and workforce trends
• Reduce reliance on reactive hiring by improving workforce planning alignment with HR and business leaders
• Transition from a player-coach model to a more strategic leadership role as team capability and structure mature
• Position Talent Acquisition as a proactive, value-added partner to the business rather than a transactional function