Director, Talent Attraction and Employer Branding

Pinnacle Live•Dallas, TX

5d•Remote

About The Position

The Director, Talent Attraction and Employer Branding is responsible for establishing and leading Pinnacle Live's national talent attraction strategy and employer narrative supporting hiring across venue technicians, event producers, and corporate sales and technology functions, and defines how Pinnacle Live is known as an employer across North America. The Director reports directly to the Chief Human Resources Officer, serves on the HR leadership team, and partners daily with Venue Directors and regional operators who feel every open requisition in their P&L. The mandate is broad, the visibility is high, and the function is being built rather than inherited. If you have been waiting for the chance to design a function the way you have always argued it should be designed, and then be accountable for the results, this is that role. This is a remote leadership position based in the United States, with a preference for candidates located in Dallas, Texas. The role requires approximately 25–30% travel to Pinnacle Live venues, corporate meetings, industry events, and leadership gatherings.

Requirements

Bachelor's degree in Human Resources, Business Administration, Marketing, Organizational Development, Communications, or a related field required; Master's degree preferred. Equivalent combination of education and directly related experience will be considered.
Ten (10) or more years of progressive Talent Acquisition, Recruitment Marketing, Employer Branding, or Human Resources leadership experience.
Five (5) or more years of people leadership experience managing Talent Acquisition teams and recruiting operations across multiple locations or business units.
Demonstrated experience building, rebuilding, or scaling a talent acquisition function, including process design, team structure, technology, and performance standards.
Experience with workforce planning and hiring demand forecasting tied to business growth, seasonal demand, new location openings, or acquisition integration.
Working knowledge of federal and multi-state employment laws and regulations governing hiring, including EEO, ADA, FLSA, OFCCP, Form I-9, and background screening requirements.
Ability to travel approximately 25%, including overnight travel.
Experience in a high-growth private equity-backed or post-acquisition environment, including merger and acquisition talent integration.
Ability to build credibility with and influence senior executives and field operations leaders who hold profit-and-loss accountability.
Ability to lead organizational change and drive adoption of new processes across a decentralized workforce.
Strong analytical and data interpretation skills, including the ability to translate recruiting data into business recommendations.
Effective written and verbal communication skills, including executive-level presentation ability.
Strong project management skills with the ability to manage multiple competing priorities.
Sound judgment and the ability to handle confidential and sensitive information appropriately.

Nice To Haves

SHRM-SCP, SPHR, or comparable professional certification preferred.
Agency, recruitment process outsourcing (RPO), or staffing experience in addition to in-house talent acquisition leadership.
Experience with an enterprise applicant tracking system such as Workday, Greenhouse, ICIMS, UKG, or Smart Recruiters.
Experience building early-career and technical talent pipelines through trade schools, apprenticeship programs, military, and veteran hiring initiatives, or community partnerships.

Responsibilities

Design and execute a national sourcing and recruitment strategy aligned to venue growth, seasonality, and hiring priorities across hourly, salaried, and leadership roles.
Lead workforce planning in partnership with Finance and Operations, including forecasting hiring demand, building capacity ahead of new venue openings and acquisitions, and protecting service delivery through peak event season.
Build sourcing pipelines in the audiovisual, event technology, hospitality, and corporate technology talent markets, including part-time, on-call, and freelance labor pools that flex with event demand.
Establish enterprise hiring process standards covering intake, structured interviewing, candidate assessment, offer strategy, and hiring manager enablement across a distributed field organization.
Own Pinnacle Live's employer value proposition and employer brand across the careers site, social channels, job content, and all candidate-facing touchpoints.
Partner with Marketing and Communications to develop recruitment marketing campaigns, content, and employee advocacy programs.
Manage Pinnacle Live's presence and reputation on employer review platforms and incorporate candidate feedback into hiring process improvements.
Represent Pinnacle Live at industry events, career fairs, and partnerships with trade schools, audiovisual and technical training programs, and apprenticeship pipelines.
Lead, coach, and develop the Talent Acquisition and Employer Branding team, including team structure, capability building, performance standards, and succession.
Own the recruiting technology stack, applicant tracking system, candidate relationship management, sourcing tools, assessments, and programmatic job advertising, including selection, implementation, adoption, and return on investment.
Manage the talent acquisition budget and all agency and vendor relationships, including contract negotiation and cost-per-hire accountability.
Develop and maintain talent acquisition analytics, including time-to-fill, source of hire, offer-acceptance rate, funnel conversion, quality of hire, and 90- and 180-day retention; report results and forecasts to the CHRO and executive leadership.
Ensure hiring practices are compliant, consistent, and defensible across all states and properties in which Pinnacle Live operates, including unionized properties.