Senior Director of Talent Acquisition

RPM Living • Austin, TX

7d • 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; translates business growth plans into workforce plans; and builds the capabilities, programs, and partnerships needed to deliver them. As a trusted advisor to executive and operating leaders and a close partner to the Associate Experience Team, the Senior Director ensures hiring supports RPM’s people-first culture and creates a seamless candidate-to-associate journey.

The role fosters a people-first culture in which associates feel valued, heard, and empowered. It leads talent acquisition strategy, planning, budgets, stakeholder partnerships, recruiting operations, team development, analytics, technology, and compliance across the enterprise. The position is hybrid and requires 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 talent acquisition and recruiting experience, including enterprise-wide or multi-market hiring for both 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.
• Demonstrated ability to advise 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, including 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 sit or stand for extended periods; read documents, computer screens, and data; hear and understand verbal communications in person and by phone or computer; occasionally lift or carry items weighing up to 15 pounds; and operate a computer, keyboard, mouse, and other office equipment.

Nice To Haves

• An advanced degree or HR certification such as SHRM-SCP or SPHR.
• Experience in real estate, property management, hospitality, or another multi-site service industry.
• A valid driver’s license is preferred; candidates without one may be provided a liability waiver.

Responsibilities

• Own and set the multi-year talent acquisition strategy, roadmap, and operating model aligned 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 measure return on investment.
• Partner with executive leadership on 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 recruiting practices, translating findings into actionable strategy.
• Advise executive, regional, and functional leaders and build structured talent-planning practices to define staffing models, role profiles, candidate qualifications, and hiring priorities.
• Counsel leaders on compensation positioning, 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, collect feedback, and adjust priorities.
• Personally lead or oversee executive, leadership, and highly specialized searches.
• Partner with the Associate Experience Team to design and deliver the candidate-to-associate journey, including recruiting, offers, onboarding, and early tenure.
• Co-own the recruiting-to-onboarding hand-off and use candidate, new-hire, and early-attrition insights to improve quality of hire and first-year retention.
• Be accountable for enterprise hiring outcomes, including high-volume, on-site, corporate, and leadership hiring.
• Build scalable recruiting processes, policies, and service-level standards and continuously improve speed, quality, and consistency.
• Manage recruiting vendors, agencies, job boards, and RPO partners 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 team structure, roles, and capabilities, 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, meetings, and quarterly business reviews.
• Foster a culture of service, accountability, and partnership aligned 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 generate 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 train hiring managers on 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 initiatives and multiple Employee Resource Groups.
• Paid time off, floating holidays, and volunteer days.
• Discounts on Costco membership, movie tickets, health and wellness, entertainment, and travel.
• Weekly pay for associates working onsite at an apartment community.

What This Job Offers

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