Principal, Talent Acquisition & Strategy

Accela•Birmingham, AL

1d•$165,000 - $185,000•Remote

About The Position

The Principal, Talent & Workforce Strategy is an individual contributor level role strategic, enterprise-level leader responsible for building and evolving a modern, insight-driven talent acquisition function. This role goes beyond hiring execution to actively shape workforce strategy, anticipate talent shifts across the organization, and ensure the company has the capabilities it needs to execute its business strategy—now and in the future. This leader will leverage AI-enabled tools, workforce analytics, and market intelligence to identify emerging skills, assess internal and external talent supply, and guide proactive hiring, internal mobility, and capability-building decisions. They will operate as a trusted partner to executives, People leaders, and functional leadership, translating business strategy into forward-looking talent plans.

Requirements

7-10+ years of progressive experience in Talent Acquisition or Workforce Strategy, including leadership of enterprise-level programs
Proven experience leveraging AI, analytics, and labor market insights in recruiting or workforce planning
Strong consulting and executive communication skills
Demonstrated ability to partner across HR and business leadership to influence strategy
Experience operating in a remote or distributed organization strongly preferred

Nice To Haves

Experience in high-growth SaaS or technology environments navigating rapid scaling and shifting talent needs
Background in strategic workforce planning, talent intelligence, or consulting (e.g., enterprise transformation or org design work)
Exposure to global workforce dynamics, including distributed teams and multi-country talent considerations
Familiarity with modern TA tech stacks (ATS, CRM, AI sourcing/screening tools) and evolving recruiting operating models
Demonstrated ability to integrate recruiting, internal mobility, and learning strategies into a cohesive workforce approach

Responsibilities

Partner with the CHRO and executive team to align talent acquisition strategy with business priorities, growth plans, and evolving capability needs.
Identify and anticipate talent shifts across the company (e.g., skills adjacency, emerging roles, declining capabilities) using workforce data, market insights, and business context.
Actively shape build vs. buy vs. borrow decisions by integrating recruiting, internal mobility, and workforce planning perspectives.
Serve as a thought partner to HR Business Partners and functional leaders to inform org design, succession planning, and transformation initiatives.
Review and improve the hiring process, and provide regular recruiting updates to executives.
Lead the adoption and responsible use of AI and automation across the talent acquisition lifecycle (sourcing, screening, insights, forecasting, and candidate experience).
Use AI-driven tools and analytics to improve speed, quality of hire, talent matching, and equity outcomes.
Translate recruiting and workforce data into clear, executive-ready insights and recommendations.
Build strong partnerships across HR (People Analytics, Total Rewards, L&D, HRBPs) to develop a holistic understanding of internal talent supply and demand.
Establish external partnerships and benchmarks to monitor labor market trends, competitive dynamics, and emerging skills.
Ensure recruiting strategy reflects both near-term hiring needs and longer-term capability shifts.
Have strong business acumen and consulting skills – this is an individual contributor role that will rely on strong partnerships with HR Ops, external vendors and internal leaders.
Set clear priorities, metrics, and operating rhythms to ensure scalable, efficient, and candidate-centric hiring.
Own TA governance, vendor strategy, and technology/AI roadmap.
Have a high standard of work product delivery and output to stakeholders.