Director - Talent Acquisition

Emler Swim School•Dallas, TX

2d•Hybrid

About The Position

The Director of Talent Acquisition is responsible for managing and coordinating company-wide efforts to ensure that talent acquisition goals are met and aligned with ongoing strategic imperatives. This includes ownership of full life cycle recruitment, development of effective sourcing strategies, team leadership, budget management, process and technology optimization, and employment branding across multi-state operations in both gymnastics and swim school operations. In addition, the Director is also accountable for the numbers behind the work: defining hiring metrics, building recruitment analytics and reporting, and using data to forecast needs, improve outcomes and advise leadership. This role balances strategic vision with hands-on execution in a fast-paced, growing environment.

Requirements

Proven ability to lead change, scale processes, and adapt recruiting strategies in a high-growth or dynamic environment.
In-depth knowledge of ATS systems, recruitment strategies, and recruitment lifecycle management.
Solid understanding of sourcing techniques and tools.
Excellent team-management abilities.
Excellent communication skills with the ability to foster long-term relationships (with internal teams, external partners and candidates).
Proficient at producing clear, data-informed insights/information.
Experience managing recruiting teams, processes, and KPIs in a dynamic and results-oriented environment.
Strong analytical skills with a focus on data-driven decision-making and measurable results.
Action-oriented, skilled at prioritizing and getting things done quickly and effectively.
Excellent, proven organizational skills.
Competent collaborator and skilled cross-functional communicator.
Adept at interpreting analytics and metrics to guide decisions and achieve growth targets.
3+ years experience as a full life cycle recruiter.
3+ years leadership experience, with a track record of retaining recruiting talent over time.
1+ years in a multi-state recruiting-related role.
Experience within a fast-paced organization.
Familiarity with pay equity regulations, and EEOC regulations relating to candidate selection.
Advanced proficiency in using applicant tracking systems (ATS) for pipeline management, reporting, and compliance documentation.
Proven success managing high-volume, full-cycle recruiting initiatives that directly support organizational growth and workforce planning.
Strong command of Microsoft Office Suite and/or Google Workspace tools for presentation creation, data analysis, and communication, with experience providing data-informed insights for stakeholders.
Very curious, likes to learn, self educates.
Comfortable working in ambiguity.
Possesses a solutions oriented “Yes” mindset.
Able to work at a high level (strategic) and also “roll up the sleeves” to do tactical work.
Strong sense of urgency, able to remain positive in high pressure situations.

Nice To Haves

5+ years of leadership or recruiting experience.
Experience working in HRIS systems.
Experience with implementing systems integrations.
Current SHRM-CP or SHRM-SCP certification or ability to obtain certification within one year of employment.
Prior experience collaborating on labor forecasting and hiring plan alignment with Finance and Operations teams.

Responsibilities

Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.).
Complete hiring process within defined metrics to minimize overall time-to-start.
Develop appropriate marketing strategies, define roles and responsibilities of the hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.
Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction.
Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
Collaborate with Marketing and Communications to strengthen employer brand presence across digital, social, and community channels.
Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).
Work closely with the HR Director to collect and coordinate aggregate data for the talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
Develop and manage the Talent Acquisition department’s annual budget, including vendor management, technology stack, recruitment marketing, and team resources.
Develop, initiate and maintain effective programs for workforce retention.
Build long-term pipelines for key roles through proactive sourcing strategies, partnerships, and internal mobility planning.
Implement scalable processes and technologies that improve candidate experience, hiring manager satisfaction, and recruiter efficiency.
Ensure compliance with all legal, regulatory, and internal policies related to employment and recruiting.
Lead, coach, guide and develop a high-performing team of recruiters including but not limited to building meaningful relationships, ensuring effective training and development and managing performance.
Leverage each other’s strengths to maximize performance and deliver on company-wide objectives.
Partner closely with Ops, HR, and other key stakeholders to align recruitment strategies with company goals.
Manage Emler’s external partnerships with colleges, job boards, and outside recruitment programs.
Hold all recruitment partners accountable to delivering a high quality Service Level Agreement (SLA) to you and the team.
Oversee all stages of candidate experience and selection.
Align headcount planning with operational budgets, labor cost targets, and staffing ratios.
Track and report on cost-per-hire, time-to-fill, offer acceptance rate, and other critical KPIs to demonstrate ROI and identify process improvements.
Participate in and host recruitment events to drive awareness of the Company and roles.
Lead regular meetings with the recruiting team.
Conduct presentations and trainings as needed.
Supports and professionally promotes company mission and core values.