Director, Talent Acquisition

Suffolk Construction•Boston, MA

1d•Hybrid

About The Position

Suffolk is seeking a Director of Talent Acquisition within our Mission Critical business to lead a team of recruiters and shape the strategies that attract, engage, and hire exceptional talent across the organization. This is a highly visible leadership role for someone who can translate business priorities and workforce plans into focused, measurable recruiting strategies. The Director will establish recruiting priorities, develop talent pipelines, guide execution, and ensure the team consistently delivers an outstanding experience for candidates and hiring leaders. The Director will lead and develop a team of recruiters while maintaining strong, consultative relationships with business leaders and hiring managers. This individual will use data, market intelligence, and business insight to anticipate hiring needs, evaluate recruiting capacity, remove obstacles, and hold the team accountable for results. The Director of Talent Acquisition is based at Suffolk’s Boston headquarters. On-site presence is required four days per week to coach and collaborate with the recruiting team and build strong relationships with hiring managers and business leaders.

Requirements

Bachelor’s degree preferred
At least 10 years of progressive talent acquisition or recruiting experience, including significant full life-cycle recruiting experience.
At least five years of experience leading, developing, and managing full cycle recruiting teams
Demonstrated success creating and executing talent acquisition strategies in a complex, high-growth, or geographically dispersed organization.
Experience translating workforce demand into recruiting priorities, team capacity plans, and measurable execution strategies.
Strong knowledge of sourcing, passive-candidate engagement, talent pipelining, assessment, selection, and offer-closing practices.
Demonstrated experience managing RPO providers, staffing agencies, executive search firms, or other external recruiting partners.
Experience using recruiting metrics and funnel data to evaluate performance, identify risks, and influence business decisions.
Strong executive presence and the ability to advise, influence, and constructively challenge senior stakeholders.
Excellent written, verbal, and interpersonal communication skills.
Demonstrates Suffolk’s Core Values of Passion, Integrity, Hard Work, Professionalism, and Caring.
Strategic thinker who can also lead disciplined execution.
People leader who sets clear expectations, provides meaningful coaching, and creates accountability.
Highly collaborative and capable of building trusted relationships across functions and levels.
Comfortable navigating ambiguity, changing priorities, and a fast-paced business environment.
Strong sense of urgency with the judgment to distinguish immediate needs from long-term priorities.
Data-driven and able to translate complex information into clear recommendations and actions.
Skilled at balancing candidate experience, hiring-manager expectations, recruiting capacity, cost, and quality.
Proactive, resourceful, and willing to take ownership of challenging business problems.
Committed to confidentiality, sound judgment, professionalism, and discretion.
Results-oriented with consistent attention to detail and follow-through.

Nice To Haves

Experience recruiting within construction, engineering, real estate, infrastructure, or another highly competitive talent market is strongly preferred.
Experience working with an applicant tracking system and recruiting technology ecosystem; iCIMS experience is a plus.

Responsibilities

Lead, coach, and develop a team of recruiters, establishing clear priorities, performance expectations, and accountability for results.
Translate business objectives, workforce plans, and projected hiring demand into actionable talent acquisition strategies.
Develop and execute recruiting strategies for immediate hiring needs and long-term talent pipelines.
Partner closely with senior leaders and hiring managers to understand business priorities, labor-market challenges, and critical talent needs.
Establish recruiting priorities and allocate team capacity based on business impact, hiring urgency, and available resources.
Monitor recruiting funnels, pipeline health, candidate quality, hiring velocity, offer acceptance, and other key performance indicators.
Use recruiting data and market intelligence to identify risks, recommend solutions, and provide leaders with actionable insights.
Drive proactive sourcing and pipeline-development strategies, including the cultivation of passive candidates, former applicants, referrals, and silver-medalist talent.
Oversee Suffolk’s portfolio of external recruiting partners, including RPO providers, staffing agencies, executive search firms, and other talent vendors.
Establish clear performance expectations for external partners and evaluate results based on quality, speed, cost, candidate experience, and business impact.
Determine when and how external recruiting resources should be deployed to supplement internal capacity or address specialized hiring needs.
May be asked to handle high level searches depending upon team volume and bandwidth
Promote consistent, equitable, and high-quality recruiting and selection practices across the organization.
Ensure candidates receive a thoughtful, responsive, and best-in-class experience throughout the recruiting process.
Identify opportunities to improve recruiting processes, technology, reporting, and operating rhythms.
Remain current on talent-market conditions, competitive intelligence, emerging recruiting practices, and relevant technology.
Represent Suffolk’s Core Values and employment brand throughout every candidate and stakeholder interaction.