Senior Director of Talent Acquisition

RPM Living • Austin, TX

8d • Hybrid

About The Position

The Senior Director of Talent Acquisition owns RPM’s enterprise talent acquisition strategy from vision through execution. The role sets the direction for attracting, selecting, and welcoming talent, translating business growth plans into workforce plans, and building the capabilities, programs, and partnerships needed to deliver them. It serves as a trusted advisor to executive and operating leaders and partners closely with the Associate Experience Team to support a seamless, consistent candidate-to-associate journey that reinforces RPM’s people-first culture.

The position supports a people-first HR culture by promoting fair and inclusive practices and providing tools and guidance to attract, develop, and retain talent. It is accountable for enterprise hiring outcomes, talent acquisition strategy and budget, recruiting operations, team development, analytics, recruiting technology, and compliance. This is a hybrid role requiring work in a corporate or regional office four days per week.

Requirements

• Bachelor’s degree from a four-year college or university.
• At least 12 years of progressive experience in talent acquisition and recruiting, including enterprise-wide or multi-market hiring for non-exempt and exempt positions.
• At least 6 years leading talent acquisition teams, including leading leaders, in a high-growth, high-volume environment.
• Proven track record of building and executing a talent acquisition strategy and operating model with measurable business impact.
• Ability to serve as a trusted advisor to C-suite and senior operating leaders, influence decisions, and build credibility through data and results.
• Experience partnering with employee/associate experience, onboarding, or HR business partner teams to improve the end-to-end associate journey.
• Strong financial acumen, including experience building and managing a talent acquisition budget and vendor portfolio.
• Deep knowledge of employment law and modern recruiting practices, including employer branding, social and digital recruiting, talent intelligence, and recruiting technology.
• Data-driven approach and experience defining metrics, building dashboards, and presenting insights to executives.
• Exceptional communication, executive presence, and change-leadership skills.
• Strategic, creative, and innovative thinking, with the ability to set direction and execute hands-on.
• Ability to read documents, computer screens, and data; hear and understand verbal communications in person and over the phone or computer; and operate a computer, keyboard, mouse, and other office equipment.
• May be required to sit or stand for extended periods and occasionally lift or carry files or office supplies weighing up to 15 pounds.

Nice To Haves

• Advanced degree or HR certification such as SHRM-SCP or SPHR.
• Experience in real estate, property management, hospitality, or another multi-site service industry is strongly preferred.
• A valid driver’s license is preferred.

Responsibilities

• Own and set the multi-year talent acquisition strategy, roadmap, and operating model in alignment with company growth plans, portfolio expansion, and people strategy.
• Define and own the annual talent acquisition plan and budget, including vendor and technology spending, and account for return on investment.
• Partner with executive leadership on enterprise workforce planning for acquisitions, new markets, new business lines, and leadership succession.
• Shape and champion RPM’s employer value proposition and employer brand across markets, channels, and candidate audiences.
• Monitor labor market trends, competitive talent intelligence, and emerging recruiting practices and translate them into actionable strategy.
• Advise executive, regional, and functional leaders and lead structured talent planning to define staffing models, role profiles, qualifications, and hiring priorities.
• Counsel on compensation positioning within company salary guidelines, offer strategy, and competitive market data in partnership with Finance.
• Establish a regular operating cadence with senior leadership, including quarterly business reviews, to report results, gather feedback, and recalibrate priorities.
• Personally lead or oversee executive, leadership, and highly specialized searches.
• Partner with the Associate Experience Team to design a connected candidate-to-associate journey through recruiting, offer, onboarding, and early tenure.
• Co-own the hand-off from recruiting into onboarding and use candidate experience, new-hire, and early-attrition insights to improve quality of hire and first-year retention.
• Hold accountability for enterprise hiring outcomes across high-volume, on-site, corporate, and leadership hiring.
• Build scalable recruiting processes, policies, and service-level standards and drive continuous improvement in speed, quality, and consistency.
• Manage recruiting vendor, agency, job board, and RPO relationships against performance and cost expectations.
• Lead change management for new talent acquisition processes, policies, and system workflows.
• Lead, develop, and inspire the Talent Acquisition organization, including Directors and/or Talent Acquisition Managers and their teams.
• Design the team structure, roles, and capabilities needed to deliver the strategy and build succession and development plans for TA leaders.
• Set performance expectations aligned to business portfolios and hold the team accountable through regular one-on-ones, team meetings, and quarterly business reviews.
• Foster a culture of service, accountability, and partnership consistent with RPM’s people-first values.
• Own talent acquisition metrics, including time to fill, cost per hire, source effectiveness, quality of hire, offer acceptance, and candidate and hiring manager satisfaction.
• Partner with Engagement Insights to turn data into actionable insights and report results and recommendations to executive and Board-level stakeholders as needed.
• Own recruiting technology strategy, including the Applicant Tracking System, sourcing tools, CRM, assessments, and responsible use of AI and automation.
• Ensure hiring complies with federal, state, and local employment laws and regulations, and ensure hiring managers are trained in effective, compliant interviewing.
• Perform other duties as assigned or necessary.

Benefits

• Comprehensive healthcare coverage for full-time, regular associates.
• Employer-paid employee assistance, mental health, and wellness programs.
• Ancillary benefits including critical illness, hospital indemnity, and accident insurance.
• 401(k) with company match.
• Professional development, career growth, and role-based learning plans.
• Diversity, Equity, Inclusion and Belonging programs and multiple Employee Resource Groups.
• Paid time off, floating holidays, and volunteer days.
• Discounted perks, including Costco membership, movie tickets, health and wellness, entertainment, and travel discounts.
• Weekly pay for associates working onsite at an apartment community.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior