Director of Talent Acquisition at Thepeoplebrand

<div> <div title="Page 1"> <div> <div> <p>The Director of Talent Acquisition is a strategic leadership role responsible for developing and executing a comprehensive talent acquisition strategy that attracts, engages, and retains top-tier talent. This individual will lead and mentor a team of recruiting professionals, partner closely with senior leadership, and build scalable hiring processes that support the organization's growth objectives.</p> <p>Key Responsibilities include but not limited to: Strategy &amp; Leadership</p> <ul style="list-style-type: disc;"> <li> <p>Develop and implement a forward-thinking talent acquisition strategy aligned with the company's business goals and workforce planning needs.</p> </li> <li> <p>Lead, coach, and develop a high-performing talent acquisition team.</p> </li> <li> <p>Serve as a trusted advisor to senior leadership and hiring managers on all talent-related matters.</p> </li> <li> <p>Establish and track key recruiting metrics (time-to-fill, cost-per-hire, quality of hire, offer</p> <p>acceptance rate) and present regular reports to leadership.</p> <p>Recruitment Operations</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Participate in and oversee full-cycle recruitment for all levels of the organization, including executive and hard-to-fill roles.</p> </li> <li> <p>Design and continuously improve recruiting processes, workflows, and candidate experience.</p> </li> <li> <p>Manage and optimize the Applicant Tracking System (ATS) and other recruiting technologies.</p> </li> <li> <p>Develop and manage relationships with external search firms, staffing agencies, and recruiting</p> <p>vendors.</p> <p>Onboarding Programs</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Continuously improve a structured onboarding experience that sets new hires up for success from day one.</p> </li> <li> <p>Partner with department leaders and HR to ensure onboarding is consistent, engaging, and aligned with company culture and role-specific expectations.</p> </li> <li> <p>Measure onboarding effectiveness through feedback surveys and retention data, and iterate accordingly.</p> </li> <li> <p>Ensure compliance with all required onboarding documentation and training. Internship &amp; Early Career Programs</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Build and manage a robust internship and early career program that serves as a pipeline for full- time talent.</p> </li> <li> <p>Develop partnerships with universities, colleges, trade schools, and professional organizations to attract emerging talent.</p> </li> <li> <p>Create structured learning experiences, mentorship opportunities, and project assignments for interns and early career employees.</p> </li> <li> <p>Track program outcomes, conversion rates, and participant feedback to continuously improve the program.</p> </li> </ul> </div> </div> <div> <div> <p>1</p> </div> </div> </div> <div title="Page 2"> <div> <div> <p>Skills Gap Analysis</p> <ul style="list-style-type: disc;"> <li> <p>Conduct regular skills gap analyses across the organization to identify current and future talent needs.</p> </li> <li> <p>Partner with department heads to assess team capabilities against business requirements and growth projections.</p> </li> <li> <p>Use findings to inform recruiting strategies, internal development initiatives, training investments, and succession planning priorities.</p> </li> <li> <p>Present skills gap findings and recommendations to senior leadership on a regular cadence. Succession Planning</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Partner with senior leadership and HR to identify high-potential employees and build succession pipelines for critical roles.</p> </li> <li> <p>Facilitate talent review processes and maintain updated succession plans across key departments.</p> </li> <li> <p>Develop strategies to accelerate the readiness of internal candidates for future leadership roles.</p> </li> <li> <p>Align succession planning efforts with broader workforce planning and organizational goals.</p> <p>Employer Branding &amp; Sourcing</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Partner with Marketing and HR to build and promote a compelling employer brand across all channels.</p> </li> <li> <p>Develop proactive sourcing strategies to build robust talent pipelines for critical and recurring roles.</p> </li> <li> <p>Leverage social media, job boards, networking events, universities, and professional associations to attract diverse candidates.</p> <p>Diversity, Equity &amp; Inclusion</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Champion DEI initiatives within the recruiting process to ensure equitable and inclusive hiring practices.</p> </li> <li> <p>Partner with DEI leadership to set and achieve diverse hiring goals. Compliance &amp; Best Practices</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Ensure all recruiting practices comply with federal, state, and local employment laws and regulations.</p> </li> <li> <p>Maintain up-to-date knowledge of industry trends, compensation benchmarks, and talent market conditions.</p> </li> <li> <p>Other responsibilities as needed</p> <p>Qualifications Education</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Bachelor's degree in Human Resources, Business Administration, or a related field required.</p> </li> <li> <p>Master's degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.</p> </li> </ul> </div> </div> <div> <div> <p>2</p> </div> </div> </div> <div title="Page 3"> <div> <div> <p>Experience</p> <ul style="list-style-type: disc;"> <li> <p>10+ years of progressive talent acquisition experience, with at least 3 years in a leadership or management role.</p> </li> <li> <p>Proven track record of building and scaling recruiting functions in a fast-paced environment.</p> </li> <li> <p>Experience recruiting across multiple functions including corporate, technical, and operations</p> <p>roles.</p> <p>Skills &amp; Competencies</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>Strong leadership, coaching, and team development skills.</p> </li> <li> <p>Excellent communication, interpersonal, and stakeholder management abilities.</p> </li> <li> <p>Data-driven mindset with experience using recruiting analytics to drive decisions.</p> </li> <li> <p>Proficiency with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Lever) and LinkedIn</p> <p>Recruiter.</p> </li> <li> <p>Deep understanding of employment law and hiring compliance.</p> </li> <li> <p>Ability to manage multiple priorities in a dynamic, fast-moving environment.</p> <p>Working Conditions</p> </li> </ul> <ul style="list-style-type: disc;"> <li> <p>On-site / 4 days per week, remote work on Friday, Irvine, CA</p> </li> <li> <p>Travel may be required up to 5% of the time.</p> </li> </ul> </div> </div> </div> </div>