Director of Talent Acquisition

Burke & Herbert Bank & Trust•Moorefield, WV

3d•Onsite

About The Position

The Director of Talent Acquisition leads the Bank’s talent acquisition function and develops and executes recruiting strategies to attract, identify, hire, and retain qualified talent. The role partners with Human Resources Business Partners, hiring managers, and senior leadership to align recruiting with workforce needs and business objectives. It provides hands-on leadership and oversight of the recruiting team, processes, sourcing strategies, candidate experience, employment branding, systems, and reporting, while personally managing assigned searches and conducting full-cycle recruiting. The position is based in Moorefield, West Virginia, in an office setting. Telework is not available. Limited travel within the company footprint may be required. The role has supervisory responsibilities and may participate in other Human Resources initiatives and workforce planning activities as assigned.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience may be considered.
Seven or more years of Human Resources leadership experience, such as HR Business Partner, Senior Talent Acquisition Specialist, HR Manager, or Director of Human Resources.
Strong knowledge of talent acquisition, recruiting, interviewing, selection, and sourcing practices.
Working knowledge of applicable federal, state, and local employment laws and regulations related to recruiting and hiring.
Demonstrated ability to develop recruiting strategies for positions across multiple levels and functional areas.
Ability to establish effective working relationships with executives, managers, Human Resources colleagues, candidates, and external partners.
Strong leadership and team-management capabilities.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Strong organizational skills and attention to detail.
Strong analytical and problem-solving skills, including the ability to use recruiting data to identify trends and improve results.
Ability to balance department leadership with hands-on, full-cycle recruiting and manage an assigned portfolio of open positions in a deadline-driven environment.
Ability to handle confidential and sensitive information appropriately.
Proficiency with applicant tracking systems and Microsoft Office applications.
Ability to support and reinforce the Bank’s culture and employment brand throughout the recruiting process.

Nice To Haves

Four or more years of progressively responsible talent acquisition or recruiting experience, including recruiting for a variety of professional and leadership positions.
Prior experience leading or supervising recruiting or talent acquisition professionals.
Financial services or other regulated-industry recruiting experience.
SHRM-CP, SHRM-SCP, PHR, SPHR, or related professional certification.
Experience with Workday.

Responsibilities

Lead the Bank’s talent acquisition function and provide day-to-day direction and leadership to recruiting staff.
Develop and execute recruiting strategies to meet staffing needs across business lines and geographic markets.
Partner with business leaders and Human Resources Business Partners to understand workforce needs, position requirements, organizational changes, and anticipated hiring demand.
Oversee the recruiting lifecycle and personally manage assigned searches, including intake, sourcing, screening, interview coordination, selection, offer development, pre-employment processes, and transition to onboarding.
Source and engage candidates, conduct screening interviews, maintain candidate communication, and work with hiring managers to fill assigned positions.
Ensure recruiting activities comply with the Bank’s Staffing Policy and approval processes.
Establish sourcing strategies using recruiting channels, professional networks, employee referrals, colleges and universities, recruiting platforms, and other candidate sources.
Develop proactive talent pipelines for hard-to-fill positions and roles important to future workforce needs.
Monitor recruiting activity and report on open positions, hiring activity, recruiting effectiveness, and other talent acquisition measures.
Partner with Compensation and Human Resources leadership on position classifications, job requirements, and compensation considerations before offers are extended.
Ensure job postings and recruiting practices comply with applicable federal, state, and local requirements, including pay transparency requirements.
Establish consistent interviewing and candidate-selection practices and guide hiring managers on effective and appropriate interviewing.
Promote a professional, responsive, and consistent candidate experience.
Maintain relationships with external recruiting firms and other talent acquisition vendors when outside assistance is appropriate.
Evaluate recruiting technology, processes, and workflows and recommend improvements.
Partner with HR leadership on employment branding and outreach initiatives.
Support workforce planning by identifying recruiting trends, recurring talent gaps, and opportunities for proactive sourcing or pipeline development.
Ensure recruiting records and documentation are maintained appropriately and confidentially.
Stay current on talent acquisition practices, recruiting technologies, labor-market developments, and employment regulations affecting recruiting and selection.
Maintain working knowledge of internal controls and integrate effective controls into applicable recruiting processes.
Participate in Human Resources initiatives and projects as assigned and assist with workforce planning and organizational staffing initiatives.
Perform other duties as assigned.