Director, Talent Acquisition

Deluxe•Atlanta, GA

2d•Hybrid

About The Position

Deluxe, a leader in the Payments and Data industry is looking for a Director of Talent Acquisition who will bring data-driven, innovative strategies to support our sustained growth model. Our success is rooted in the curiosity to imagine what can be and the willingness to bring that vision to life. Director of Talent Acquisition The Director of Talent Acquisition plays a critical role in supporting Deluxe’s growth and transformation by ensuring the company attracts, hires, and retains high-quality talent across the organization. This role will be based in our Atlanta hub and operate in a hybrid, 3 days in office work model. Reporting to the CHRO, this position will be a part of the SLT and is a key leader within the Talent function and a strategic partner to business and HR leaders. The Director of Talent Acquisition will be responsible for leading an integrated, scalable talent acquisition strategy that delivers the right talent, in the right roles, at the right time—while strengthening Deluxe’s employer brand and candidate experience. Role Overview The Director of Talent Acquisition provides end-to-end leadership for Deluxe’s recruiting function, including workforce planning partnership, sourcing strategy, recruiting operations, employment branding, and early talent programs. This leader will balance strategic direction with hands-on operational leadership, ensuring hiring processes are data-driven, efficient, inclusive, and aligned with business priorities. The role has a meaningful impact on business growth, transformation, and innovation by building strong talent pipelines and elevating how Deluxe competes for talent in the market.

Requirements

8+ years of experience in talent acquisition, including 5+ years leading and developing recruiting teams.
Proven experience in coaching recruiters
Proven success building and scaling recruiting operations in a fast-paced, evolving environment.
Demonstrated ability to influence senior stakeholders and operate as a consultative partner to the business.
Strong analytical capability; experience using recruiting metrics to improve performance and decision-making.
Experience designing and improving candidate and hiring manager experiences, with a focus on consistency and inclusivity.
Hands-on experience with recruiting technologies (ATS/CRM/sourcing tools) and process optimization.
Expertise in proactive sourcing and building diverse pipelines across multiple functions and levels.
Must be 18 years of age or older

Nice To Haves

Experience transforming a recruiting function into a strategic talent partner.
Strong change management skills; proven ability to drive cultural and operational shifts across teams.
Experience with workforce planning, headcount forecasting, and budget management.
Familiarity with journey mapping/UX principles and continuous improvement methods.

Responsibilities

Lead TA strategy and transformation: Evolve the function into a consultative partner aligned to business goals and workforce planning.
Build and develop a high-performing team: Recruit, coach, and develop TA leaders and recruiters across geographies; strengthen consultative and stakeholder-management capabilities.
Own end-to-end stakeholder experience: Deliver a consistent, inclusive, and high-quality experience for candidates, interviewers, hiring managers, and new hires.
Drive sourcing and pipeline excellence: Build proactive, diverse pipelines using talent mapping, market intelligence, and innovative outreach for critical roles.
Operational excellence: Simplify and standardize processes, tools, and workflows to improve speed, quality, and scalability.
Data-driven performance management: Define and monitor key metrics (e.g., time-to-fill, pipeline conversion, quality of hire) and use insights to improve outcomes.
Technology and vendor management: Evaluate and optimize recruiting technology (ATS/CRM/sourcing tools) and partners to increase productivity and reporting quality.
Employer brand partnership: Collaborate with internal partners to strengthen the employment brand and support targeted talent attraction campaigns.
Governance and compliance: Ensure recruiting practices comply with applicable employment laws and internal standards.