Director, Talent Acquisition

Nationwide•Columbus, OH

1d•Hybrid

About The Position

If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care. The Director of Talent Acquisition serves as a key strategic leader responsible for shaping and advancing Nationwide’s enterprise talent strategy. This Director will lead a high‑performing team—including a Talent Acquisition Manager supporting the Property & Casualty (P&C) business—and is accountable for driving long‑term vision, operational excellence, and a modernized, data‑driven recruiting function. The preferred candidate will demonstrate exceptional capability in talent market intelligence, strategic sourcing, and workforce forecasting to elevate how we attract, engage, and secure top talent at scale. This leader must excel at influencing senior executives, guiding organizational decision‑making, and building strong partnerships across complex business lines to support Nationwide’s growth and future talent needs. The Director will champion innovation, streamline and optimize processes, enhance technology enablement, and ensure a consistent, high‑quality hiring experience across the enterprise. This position follows a hybrid schedule requiring a minimum of two days per week in the office. #LI-CP1 Plays a key role as a member of the TA leadership team in bringing creative and practical solutions to enhance our ability to identify and acquire top talent needed to achieve company results. This role is accountable for talent acquisition strategy, implementation and service level requirements across the organization. Partners closely with business leadership, other internal customers, external vendors/partners, and the broad TA leadership team to ensure Nationwide has the needed talent to meet business objectives. Leads a TA Manager, a team of recruiters and coordinator to deliver recruitment results,

Requirements

Undergraduate studies in Human Resources or related areas preferred.
Ten years of related experience including customer service, relationship management, project management, and relevant line management experience in an insurance or financial services environment.
Deep understanding of modern leadership practices and human capital strategies, including talent acquisition, development, performance optimization, employee engagement, and regulatory stewardship.
Demonstrated ability to influence senior leaders, navigate complex environments, and resolve challenges through strong negotiation, relationship‑building, and strategic decision‑making.
Proven capability in leading large‑scale, cross‑functional initiatives with competing priorities.

Nice To Haves

Experience in insurance or financial services is desirable.
Other criteria, including leadership skills, competencies and experiences may take precedence.
Staffing exceptions to the above must be approved by the SVP, Talent Acquisition and SVP, Human Resources.

Responsibilities

Plans and directs strategic recruitment initiatives to support company growth by attracting innovative talent and ensuring an inclusive high-quality hiring process aligned with company culture.
Directs multi-geography recruiting plans, integrating business objectives using traditional sourcing strategies and resources as well as developing creative and innovative recruiting ideas and associated tools.
Oversees the evaluation and communication of recruiting strategies and objectives to ensure business partners understand hiring practices and their role in the process.
Develops and implements strategic projects and reports, evaluates and communicates performance results and oversees the development of action plans.
Evaluates industry trends, business drivers, market challenges and strategies.
Collaborates and leads others on strategic recruiting and cross-functional Talent Acquisition projects and initiatives.
Leads or is involved in cross-functional projects and workstreams, including Human Resources and other Centers of Excellence.
Directs team to identify and execute recruitment training needs for internal partners.
Consults on strategic and tactical workforce planning and management.
Develops trusting relationships and serves as an advisor to senior leadership (business unit and Human Resources) by building and maintaining external partnerships, acquiring market intelligence, and influencing solutions to achieve outcomes.
Manages the development and maintenance of relationships with internal/external customers and business partners.
Identifies business needs, service requirements, key issues, alternative solutions, and resources for the customers and business partners.
Management of vendor relationships and external consulting firms, including identifying new vendors and/or external partnerships to enhance current capabilities.
Carries forward system and process enhancements, including change management around ATS, AI, additional sourcing tools, etc.
Establishes and monitors performance measures and metrics, and leverages ATS/AI to drive data-driven decisions to improve efficiency and effectiveness of the team.
Proactively monitors recruitment activity to ensure service level agreements and key performance indicator metrics are being met, including on-time delivery, fill rates, offer acceptance rates, cost per hire, offer declinations, early attrition, employee referrals, etc.
Consults with Talent Acquisition Process team on recruiting team philosophy, process, and procedures to ensure compliance with applicable laws and regulations.
Responsible for the management of associates: performance management, salary planning and administration, training and development, workflow planning, hiring and placement, and disciplinary actions.
May perform other responsibilities as assigned.

Benefits

medical/dental/vision
life insurance
short and long term disability coverage
paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date
nine paid holidays
8 hours of Lifetime paid time off
8 hours of Unity Day paid time off
401(k) with company match
company-paid pension plan
business casual attire