Director, University Talent Acquisition Leader

Fidelity•Boston, MA

4d•Onsite

About The Position

As a senior leader within Fidelity’s University Talent Acquisition organization, you bring 10+ years of progressive talent acquisition experience, including significant leadership in early-career and campus recruiting. You are responsible for setting and executing enterprise-wide strategies to attract, engage, and hire early-career talent at scale across a diverse range of business functions. You lead a team of University Talent Acquisition Partners, driving full-cycle recruiting excellence, university engagement, and program execution. This role blends strategic vision, operational rigor, and external partnership to ensure strong alignment between business hiring needs, university strategies, and an exceptional candidate experience. You partner closely with senior business and HR leaders to translate workforce planning into scalable early-career hiring strategies, while cultivating long-term relationships with universities and talent communities to strengthen sustainable talent pipelines. Beyond execution, you play a critical role in evolving Fidelity’s university recruiting model—driving innovation across campus engagement, recruiting programs, and hiring practices—while building and developing a high-performing, collaborative team.

Requirements

10+ years of talent acquisition experience, with demonstrated success in leading large-scale university or early-career recruiting strategies
Proven people leadership, with a track record of building, developing, and retaining high-performing recruiting teams
Deep expertise in university recruiting and campus strategy, including building partnerships that convert to hiring outcomes
Strong knowledge of full-cycle recruiting and scaling delivery across complex organizations
Exceptional ability to influence senior stakeholders and translate business needs into actionable talent strategies
Operational and analytical mindset, with experience leveraging metrics to drive decisions and process improvements
Strong executive presence and communication skills, with the ability to engage effectively at all organizational levels
Demonstrated agility, sound judgment, and prioritization skills in fast-paced, evolving environments

Nice To Haves

Build and sustain a strong, diverse pipeline of early-career talent aligned to enterprise needs
Elevate Fidelity’s university brand across key campuses and talent markets
Deliver consistent, high-quality hiring outcomes at scale
Develop and empower a high-performing recruiting team
Drive innovation and continuous improvement in university recruiting strategy and execution

Responsibilities

Define and lead a comprehensive university recruiting strategy aligned to enterprise hiring goals, ensuring robust and diverse early-career talent pipelines.
Lead, coach, and develop a high-performing team of University Talent Acquisition Partners, driving performance, capability building, and consistent delivery.
Translate complex business workforce needs into scalable, data-driven recruiting strategies across multiple business groups.
Own and evolve university partnership strategy , including target school selection , relationship management, and long-term pipeline development.
Oversee campus engagement initiatives, including career fairs, events, and brand-building efforts that strengthen Fidelity’s presence and impact.
Ensure excellence in end-to-end recruiting delivery with a focus on quality, speed, and a differentiated candidate experience.
Partner with senior business and HR stakeholders to influence hiring strategies, provide market insights, and guide decision-making.
Drive operational excellence through process design, standardization, data integrity, compliance, and effective use of recruiting technologies.
Leverage data, analytics, and insights to measure performance and continuously improve recruiting outcomes.
Champion an exceptional candidate and stakeholder experience across all touchpoints.
Lead cross-functional initiatives to enhance recruiting programs, modernize approaches, and evolve the university hiring model.