Head of Kelly RPO

Kelly Education•Troy, MI

6d•$198,750 - $265,000•Remote

About The Position

The Head of Recruitment Process Outsourcing (RPO) is a strategically driven, commercially accountable leader responsible for the growth, performance, and evolution of Kelly's RPO business. This Officer VP role has full P&L responsibility for the RPO division and drives client acquisition, revenue growth, margin expansion, and EBITDA improvement while setting and executing a go-to-market strategy that positions Kelly RPO as an enterprise-grade solution in the global talent marketplace. Reporting to the President, Staffing, BPO and RPO Solutions, the leader anticipates changes in talent acquisition, adapts quickly, and delivers scalable RPO solutions in a dynamic, competitive market. The role leads a high-performance, people-first culture and owns RPO strategy, new business growth, client relationships, delivery quality, technology enablement, cross-functional execution, and financial performance. It serves as executive sponsor for strategic accounts, leads major negotiations and solution redesigns, champions technology and analytics, and translates business results into operational decisions and accountable leadership actions.

Requirements

20+ years of progressive leadership experience in the RPO sector, including direct accountability for enterprise-level RPO engagements, P&L ownership, and multi-market delivery operations.
Proven record of building new business, growing RPO revenue, and sustaining client relationships through expansion cycles and complex turnarounds.
Ability to interpret talent-market signals, adapt RPO strategy and delivery models, and act decisively amid ambiguity.
Experience driving margin expansion alongside revenue growth, with expertise in pricing governance, commercial structuring, and RPO deal economics.
Deep understanding of the RPO competitive landscape, enterprise client buying behavior, HR technology ecosystems, and regulatory environments in North America and globally.
People-first leadership record that includes team development, retention, strong culture, building bench strength, and promoting leaders.
Strong client and candidate experience orientation reflected in decisions, delivery standards, and measurable outcomes.
Executive presence and credibility with CHRO- and C-suite-level stakeholders; ability to communicate RPO value in business terms and influence board-level stakeholders.
Ability to lead cross-functionally across sales, delivery, operations, finance, and technology and drive outcomes beyond direct authority.
Strong analytical skills and data-driven decision-making; fluency in RPO analytics, recruiter productivity metrics, and talent acquisition technology platforms.
Ability to lead significant organizational transformation while maintaining delivery performance and client satisfaction and driving adoption.

Nice To Haves

Experience operating in matrixed, multi-entity, or global environments.

Responsibilities

Build and lead a high-performance, people-first RPO culture based on accountability, talent development, inclusion, psychological safety, and continuous improvement.
Own and evolve the RPO go-to-market strategy, solution design, and pricing model across verticals and geographies.
Drive new-client acquisition, pricing discipline, margin expansion, and strategy adjustments in response to talent-market and competitive shifts.
Develop and launch differentiated RPO solutions, including modular RPO, total talent, and embedded recruiting models.
Act as executive sponsor for strategic RPO accounts, overseeing governance, NPS performance, and long-term retention.
Expand enterprise client relationships and revenue, identify at-risk accounts, and lead remediation efforts.
Lead high-stakes contract negotiations and solution redesigns to improve client outcomes and protect enterprise value and margins.
Ensure high-quality RPO delivery through SLA management, recruiter productivity standards, and process governance.
Champion adoption and optimization of ATS, CRM, AI-enabled sourcing, and talent analytics platforms.
Partner with Technology and Operations to evolve delivery models, reduce cost-to-fill, and improve candidate and hiring manager experiences.
Align sales, delivery, operations, finance, HR, and marketing around enterprise priorities; redesign operating models and reduce cost-to-serve.
Partner with Marketing and Growth on RPO pursuit strategy, thought leadership, and market differentiation.
Maintain disciplined pipeline management, forecast integrity, and accountability for enterprise KPIs, including revenue, margin, time-to-fill, quality-of-hire, and client retention.
Own and actively manage the RPO P&L, translating revenue, gross profit, and EBITDA performance into operational decisions and leadership actions.
Use workforce data, analytics platforms, and digital tools to identify growth opportunities, monitor business health, and support evidence-based decisions; build or strengthen the RPO analytics capability.