VP, Head of Talent Acquisition

Summary: The Head of Talent Acquisition is a senior HR leader responsible for designing and executing a comprehensive recruitment strategy to attract, hire, and retain top talent. This role oversees all recruitment processes, leads a high-performing team, and ensures alignment with business objectives and budgets. Acting as a strategic partner, the position drives workforce planning and uses data-driven insights to optimize hiring outcomes.

Job Responsibilities:

Talent Acquisition Strategy

• Design, build and implement a recruitment strategy by identifying organizational needs, understanding market trends and creating plans to attract and hire the right talent;
• Stay current on industry trends and best practices;
• Attend relative seminars and conferences to expand knowledge and build network in the industry.
• Maintain high-level understanding of defined market attributes to develop recruiting strategies for long term and sustained growth.
• Lead efforts to recruit new staff for specific functions based on approved plans.
• Build a trusted business partner relationship with executive stakeholders by conducting thorough intake meetings for new or upgraded roles, providing talent and market data, in-depth prospective candidate screens and job skills summaries.
• Conduct research on financial services and banking industries to locate prospective candidates to assist in filling pre-requisition and succession planning.
• Manage a database of competitors to include organization charts, benefits, retention strategies, etc.

Talent Acquisition Team Leadership

• Recruit, train and develop team members as well as manage their performance and career growth;
• Act as a player/coach to provide appropriate guidance to the team;
• Communicate expectations of team dynamics, performance, and relationship building with internal and external stakeholders;
• Establish clear and concise performance goals for each team member and ensure open lines of communication on progress towards goals;
• Work together with team members to help build their career paths;
• Identify opportunities for development, appropriate training, and potential certifications.

Recruitment Process Oversight

• From sourcing candidates to making job offers and onboarding new hires, ensure a seamless and effective recruitment experience;
• Source and attract qualified candidates by using social media platforms such as LinkedIn, recruitment agencies, and recruitment sites such as Indeed, Glassdoor, etc.;
• Leverage sourcing strategies for cold calling passive candidates to establish rapport and build a pipeline;
• Post approved job requisitions both internally and externally and conducts interviews as appropriate.

New Hire Onboarding

• Oversee the candidate onboarding process from a pre-hire perspective. This includes ensuring all background check requirements are met, job requirements, assessments, I9 documentation, etc. are accurate, in compliance, and completed in a timely manner;
• Coordinate with Technology to ensure proper system access, equipment, software, office location, etc. are confirmed prior to the candidate’s hire date;
• Coordinate with Learning and Development to ensure all new hires are enrolled in the New Employee Orientation classes as well as in required online training classes.

Stakeholder Partnership

• Work closely with internal stakeholders to understand their needs and ensure alignment with hiring goals, staffing projections, and team dynamics;
• Ensure recruiting efforts are conducted within approved budget guidelines. Obtain proper approvals and documentation for addition to staff requests outside of budget;
• Partner with recruiting firms, staffing agencies, colleges, universities and other external providers to source talent.

Develop Metrics

• Develop, track, and analyze recruitment metrics;
• Develop and monitor key performance indicators (KPI’s) such as time to hire (fill), cost per hire and candidate experience to identify opportunities for enhancement;
• Prepare Board level and Executive level reports;
• Stay updated on current market and peer trends, and report accordingly;
• Ensure compliance with state, federal and local laws and regulations that may require certain reporting around hiring.

Human Resource Strategic Partnership