Senior Director, Talent Acquisition

Diligent Corporation•Vancouver, BC

19h•CA$173,000 - CA$217,000•Hybrid

About The Position

We are seeking a transformative Senior Director, Talent Acquisition to lead the overall recruiting function and deliver a high-impact, modern, and scalable hiring experience across the organization. In this role, the successful candidate will partner closely with senior business leaders and HR stakeholders to align hiring priorities, shape workforce plans, and support business growth through innovative, data-driven talent strategies. This leader will oversee end-to-end recruitment strategy and operations, guide team performance, and drive process improvements that strengthen hiring outcomes, scalability, speed, and quality of hire. A key focus of the role will be leading the successful implementation and optimization of Workday Recruiting and related processes, while advancing the use of AI-enabled recruiting tools, automation, talent intelligence, and analytics to improve sourcing effectiveness, decision quality, operational efficiency, and candidate experience. The ideal candidate is an AI-forward talent acquisition leader who brings strong leadership, stakeholder management, strategic thinking, and communication skills, along with deep expertise in recruiting operations, team development, talent analytics, recruiting technology, and enterprise process transformation. They will bring experience leading large-scale systems and process change, including Workday implementation or optimization, as well as a thoughtful approach to the responsible use of AI and technology across the hiring lifecycle. They will also bring a fresh and creative approach to attracting top talent and play a key role in advancing and strengthening our employer brand in the market.

Requirements

10+ years of experience leading talent acquisition across a broad team, function, or portfolio, with accountability for hiring delivery, capability building, and performance against recruiting goals.
Strong leadership and business partnering skills, with the ability to work closely with senior business leaders, HRBPs, budget stakeholders, and cross-functional partners to align hiring priorities, workforce plans, and recruiting strategy.
Deep understanding of the end-to-end recruitment lifecycle, including requisition creation, job posting, sourcing, screening, interviewing, offers, preboarding, and onboarding handoff.
Demonstrated experience leading the implementation, optimization, or transformation of recruiting technology, ideally including Workday Recruiting or a comparable enterprise ATS.
Experience evaluating and implementing emerging AI solutions and recruiting technologies in a way that improves both efficiency and quality without compromising candidate experience, hiring rigor, or compliance.
Demonstrated experience using AI-enabled recruiting tools, automation, talent data, and recruiting technologies to improve sourcing effectiveness, recruiter productivity, operational efficiency, decision quality, and hiring outcomes.
Strong market awareness and strategic judgment, with the ability to guide sourcing strategy, share talent insights, and support informed hiring decisions in a competitive environment.
Strong knowledge of recruiting best practices, including structured screening, inclusive interviewing, and delivering a high-quality candidate and hiring manager experience across the hiring process.
Strong analytical capability, with experience defining success metrics and using data to drive continuous improvement across recruiting performance, quality of hire, operational outcomes, and technology adoption.
Experience leading change management, process redesign, stakeholder adoption, and operational enablement in support of recruiting transformation.
Understanding of responsible AI principles and the ability to balance innovation with sound judgment, compliance, and equitable hiring practices.
Excellent communication skills, strategic thinking, and operational discipline, with the ability to lead change and influence stakeholders across the organization.

Nice To Haves

Experience with Workday Recruiting and related Workday tools, including implementation support, reporting, workflow optimization, user adoption, governance, and process enablement.

Responsibilities

Lead the global Talent Acquisition function across a broad team or portfolio, with accountability for recruiting strategy, delivery, team capability, technology adoption, and performance against hiring goals.
Partner closely with senior business leaders, HRBPs, budget stakeholders, and People Technology partners to align workforce plans, headcount priorities, and hiring strategy with business needs, using market intelligence and talent data to inform decisions.
Lead the implementation, optimization, and adoption of Workday Recruiting and related workflows, ensuring processes are scalable, efficient, and aligned to business and candidate needs.
Oversee end-to-end recruitment execution across roles and regions, ensuring strong delivery from requisition creation and job posting through screening, interviewing, offers, preboarding, and onboarding handoff.
Define and evolve an AI-enabled sourcing and recruiting strategy by leveraging automation, talent intelligence platforms, market mapping tools, and predictive insights to build stronger pipelines and improve speed to hire.
Drive recruiting effectiveness through process standardization, workflow redesign, ATS optimization, pipeline analytics, workflow automation, and continuous improvement of how the Talent Acquisition function scales and delivers results.
Evaluate, implement, and optimize emerging recruiting technologies, including AI tools that support sourcing, screening, scheduling, reporting, and recruiter productivity.
Establish and track metrics that measure both efficiency and effectiveness, including time to fill, funnel health, recruiter capacity, candidate experience, hiring manager satisfaction, quality of hire, and adoption of key recruiting technologies and workflows.
Establish clear standards for the responsible and ethical use of AI in hiring, with appropriate attention to fairness, transparency, compliance, data quality, and human decision-making.
Lead change management efforts tied to recruiting process transformation, ensuring strong stakeholder alignment, user adoption, training, and operational readiness across recruiters, hiring managers, and cross-functional partners.
Coach and develop recruiters and TA leaders to build capability in consultative partnership, data literacy, AI fluency, and modern talent acquisition practices.