Director of Talent Acquisition

The People Brand•Irvine, CA

18h•$150,000 - $170,000•Hybrid

About The Position

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. Key Responsibilities include but not limited to: Strategy & Leadership Develop and implement a forward-thinking talent acquisition strategy aligned with the company's business goals and workforce planning needs. Lead, coach, and develop a high-performing talent acquisition team. Serve as a trusted advisor to senior leadership and hiring managers on all talent-related matters. Establish and track key recruiting metrics (time-to-fill, cost-per-hire, quality of hire, offer acceptance rate) and present regular reports to leadership. Recruitment Operations Participate in and oversee full-cycle recruitment for all levels of the organization, including executive and hard-to-fill roles. Design and continuously improve recruiting processes, workflows, and candidate experience. Manage and optimize the Applicant Tracking System (ATS) and other recruiting technologies. Develop and manage relationships with external search firms, staffing agencies, and recruiting vendors. Onboarding Programs Continuously improve a structured onboarding experience that sets new hires up for success from day one. Partner with department leaders and HR to ensure onboarding is consistent, engaging, and aligned with company culture and role-specific expectations. Measure onboarding effectiveness through feedback surveys and retention data, and iterate accordingly. Ensure compliance with all required onboarding documentation and training. Internship & Early Career Programs Build and manage a robust internship and early career program that serves as a pipeline for full- time talent. Develop partnerships with universities, colleges, trade schools, and professional organizations to attract emerging talent. Create structured learning experiences, mentorship opportunities, and project assignments for interns and early career employees. Track program outcomes, conversion rates, and participant feedback to continuously improve the program. 1 Skills Gap Analysis Conduct regular skills gap analyses across the organization to identify current and future talent needs. Partner with department heads to assess team capabilities against business requirements and growth projections. Use findings to inform recruiting strategies, internal development initiatives, training investments, and succession planning priorities. Present skills gap findings and recommendations to senior leadership on a regular cadence. Succession Planning Partner with senior leadership and HR to identify high-potential employees and build succession pipelines for critical roles. Facilitate talent review processes and maintain updated succession plans across key departments. Develop strategies to accelerate the readiness of internal candidates for future leadership roles. Align succession planning efforts with broader workforce planning and organizational goals. Employer Branding & Sourcing Partner with Marketing and HR to build and promote a compelling employer brand across all channels. Develop proactive sourcing strategies to build robust talent pipelines for critical and recurring roles. Leverage social media, job boards, networking events, universities, and professional associations to attract diverse candidates. Diversity, Equity & Inclusion Champion DEI initiatives within the recruiting process to ensure equitable and inclusive hiring practices. Partner with DEI leadership to set and achieve diverse hiring goals. Compliance & Best Practices Ensure all recruiting practices comply with federal, state, and local employment laws and regulations. Maintain up-to-date knowledge of industry trends, compensation benchmarks, and talent market conditions. Other responsibilities as needed

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required.
10+ years of progressive talent acquisition experience, with at least 3 years in a leadership or management role.
Proven track record of building and scaling recruiting functions in a fast-paced environment.
Experience recruiting across multiple functions including corporate, technical, and operations roles.
Strong leadership, coaching, and team development skills.
Excellent communication, interpersonal, and stakeholder management abilities.
Data-driven mindset with experience using recruiting analytics to drive decisions.
Proficiency with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Lever) and LinkedIn Recruiter.
Deep understanding of employment law and hiring compliance.
Ability to manage multiple priorities in a dynamic, fast-moving environment.

Nice To Haves

Master's degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.

Responsibilities

Develop and implement a forward-thinking talent acquisition strategy aligned with the company's business goals and workforce planning needs.
Lead, coach, and develop a high-performing talent acquisition team.
Serve as a trusted advisor to senior leadership and hiring managers on all talent-related matters.
Establish and track key recruiting metrics (time-to-fill, cost-per-hire, quality of hire, offer acceptance rate) and present regular reports to leadership.
Participate in and oversee full-cycle recruitment for all levels of the organization, including executive and hard-to-fill roles.
Design and continuously improve recruiting processes, workflows, and candidate experience.
Manage and optimize the Applicant Tracking System (ATS) and other recruiting technologies.
Develop and manage relationships with external search firms, staffing agencies, and recruiting vendors.
Continuously improve a structured onboarding experience that sets new hires up for success from day one.
Partner with department leaders and HR to ensure onboarding is consistent, engaging, and aligned with company culture and role-specific expectations.
Measure onboarding effectiveness through feedback surveys and retention data, and iterate accordingly.
Ensure compliance with all required onboarding documentation and training.
Build and manage a robust internship and early career program that serves as a pipeline for full- time talent.
Develop partnerships with universities, colleges, trade schools, and professional organizations to attract emerging talent.
Create structured learning experiences, mentorship opportunities, and project assignments for interns and early career employees.
Track program outcomes, conversion rates, and participant feedback to continuously improve the program.
Conduct regular skills gap analyses across the organization to identify current and future talent needs.
Partner with department heads to assess team capabilities against business requirements and growth projections.
Use findings to inform recruiting strategies, internal development initiatives, training investments, and succession planning priorities.
Present skills gap findings and recommendations to senior leadership on a regular cadence.
Partner with senior leadership and HR to identify high-potential employees and build succession pipelines for critical roles.
Facilitate talent review processes and maintain updated succession plans across key departments.
Develop strategies to accelerate the readiness of internal candidates for future leadership roles.
Align succession planning efforts with broader workforce planning and organizational goals.
Partner with Marketing and HR to build and promote a compelling employer brand across all channels.
Develop proactive sourcing strategies to build robust talent pipelines for critical and recurring roles.
Leverage social media, job boards, networking events, universities, and professional associations to attract diverse candidates.
Champion DEI initiatives within the recruiting process to ensure equitable and inclusive hiring practices.
Partner with DEI leadership to set and achieve diverse hiring goals.
Ensure all recruiting practices comply with federal, state, and local employment laws and regulations.
Maintain up-to-date knowledge of industry trends, compensation benchmarks, and talent market conditions.
Other responsibilities as needed