Senior Director, Talent Acquisition

Solar Landscape•Asbury Park, NJ

175d•$150,000 - $190,000•Hybrid

About The Position

Solar Landscape is the leading commercial rooftop solar developer in the U.S. We are looking for a Senior Director, Talent Acquisition to own and drive the company-wide talent acquisition strategy aligned to business growth objectives. This role will partner with executive and functional leaders to forecast hiring needs and translate business goals into actionable hiring plans. You will build, lead, and develop a high-performing recruiting team, setting clear goals, metrics, and accountability. The ideal candidate will design and optimize scalable recruiting processes to improve speed, quality, and candidate experience, and establish and track key recruiting metrics to drive data-informed decisions. This role will also lead employer branding initiatives, partner with People/HR leadership on workforce planning, and oversee and elevate candidate experience. You will implement tools, systems, and best practices, partner with hiring managers to raise the bar on talent quality, and ensure equitable and inclusive hiring practices. Additionally, you will own internal talent mobility strategy and partner on succession planning for critical roles.

Requirements

8–12+ years of experience in talent acquisition, including 3-5+ years leading and developing recruiting teams
Proven track record of building and scaling high-performing recruiting functions in a high-growth environment
Experience owning company-wide hiring strategy, workforce planning, and headcount forecasting in partnership with executive leadership
Demonstrated success hiring across multiple functions (e.g., construction operations, technical, corporate) and levels, including senior leadership roles, with a preference for deep experience in construction-related roles in the renewable energy industry
Strong analytical mindset with experience using recruiting metrics (e.g., time-to-fill, funnel conversion, quality of hire) to drive decisions and improvements
Experience designing and optimizing end-to-end recruiting processes, systems, and candidate experience
Ability to influence and partner with senior stakeholders, including C-suite, to align hiring with business priorities
Track record of building employer brand and talent attraction strategies in competitive markets
Experience implementing or scaling recruiting tools (ATS, CRM, sourcing tools) and leveraging them effectively
Strong leadership and coaching capability, with a focus on developing recruiters and hiring managers
Deep understanding of inclusive hiring practices and ability to embed them into recruiting processes
Ability to operate strategically while staying close to execution to unblock teams and drive results
Experience in construction or construction-adjacent companies strongly preferred
Experience in a scaling or fast-paced environment with comfort navigating ambiguity
Experience owning or partnering on internal talent mobility strategies to ensure strong internal pipelines for critical roles
Proven ability to build and leverage internal talent pipelines, including ownership of internal mobility and partnership on succession planning for key roles.

Nice To Haves

Deep experience in construction-related roles in the renewable energy industry
Experience in construction or construction-adjacent companies strongly preferred
Experience in a scaling or fast-paced environment with comfort navigating ambiguity

Responsibilities

Own and drive the company-wide talent acquisition strategy aligned to business growth objectives
Partner with executive and functional leaders to forecast hiring needs and translate business goals into actionable hiring plans
Build, lead, and develop a high-performing recruiting team, setting clear goals, metrics, and accountability
Design and optimize scalable recruiting processes to improve speed, quality, and candidate experience
Establish and track key recruiting metrics (time-to-fill, quality of hire, funnel conversion) to drive data-informed decisions
Lead employer branding initiatives to position the company as a top destination for talent
Partner with People/HR leadership on workforce planning, organizational design, and headcount strategy
Oversee and elevate candidate experience across all touchpoints
Implement tools, systems, and best practices to support a growing organization
Partner with hiring managers to raise the bar on talent quality and interview effectiveness
Ensure equitable and inclusive hiring practices across the organization
Own internal talent mobility strategy, partnering with People leadership to ensure visibility into internal talent and reduce reliance on external hiring
Partner on succession planning for critical roles, ensuring strong internal pipelines aligned to long-term business needs.