Senior Director, Talent Acquisition

Bohler•Herndon, VA

About The Position

Bohler is seeking a Senior Director, Talent Acquisition to build and lead a national recruiting organization that can scale with the company’s growth. The role shapes how Bohler plans for, attracts, and hires talent across a broad geography, with responsibility for Talent Acquisition strategy, operating model, team structure, technology, capacity planning, and performance. The leader oversees a team spanning divisional TA leadership, early-career and emerging talent, executive and leadership search, TA operations, sourcing, and coordination, and evolves the organization as hiring needs and business priorities change. The Senior Director connects hiring demand with recruiting capacity, guides prioritization, and establishes a data- and market-informed operating rhythm. The role uses information about pipelines, resource allocation, sourcing needs, process bottlenecks, compensation, hiring costs, and return on investment to support better business decisions. It develops targeted talent strategies, including talent maps, sourcing campaigns, referral and alumni channels, competitor intelligence, and relationships with talent communities. In partnership with Marketing, the role strengthens employer brand and recruitment marketing and supports a candidate experience that reflects Bohler. Reporting to the Chief People Officer and serving on Bohler’s OneHR Leadership Team, the Senior Director partners with business and functional leaders on workforce planning, bringing talent-market insight into planning before positions become requisitions. The role owns the Talent Acquisition budget and vendor relationships for recruiting technology, sourcing resources, and external search partners. Bohler provides land development consulting and site design services for commercial, institutional, and residential markets. The company describes its purpose-driven culture as collaborative and focused on professional growth and achievement. Applicants must be authorized to work in the United States; Bohler does not sponsor petition-based employment visas requiring formal USCIS filings, though it may provide TN or E-3 employer support letters when business needs permit.

Requirements

12 or more years of talent acquisition experience, including 5 or more years leading through TA managers.
Track record of building, developing, and scaling recruiting teams.
Experience in professional services, engineering, architecture, construction, or another project-driven environment.
Experience recruiting technical, licensed, or highly specialized professional talent.
Strong experience with recruiting operations, capacity planning, segmentation, and requisition governance.
Ownership of an applicant tracking system (ATS) and recruiting CRM; system implementation or migration experience is desirable.
Ability to turn recruiting data into meaningful business insight.
Experience managing budgets, vendors, technology, and external search partners.
Credibility to challenge senior business leaders when market conditions or data indicate a different approach.
Bachelor’s degree, military experience, or equivalent professional experience.
Current authorization to work in the United States. Bohler does not sponsor petition-based employment visas that require formal USCIS filings.

Nice To Haves

Experience with early-career and university recruiting at scale.
Experience with internship-to-full-time conversion programs.
Experience with workforce planning connected to financial plans.
Experience with people analytics.
Experience with AI and emerging recruiting technology.
Experience implementing or migrating an ATS or recruiting CRM.

Responsibilities

Lead the strategy, operating model, team structure, technology, capacity planning, and performance of the national Talent Acquisition function.
Build, develop, and scale the recruiting organization, including divisional TA leaders, early-career and emerging talent, executive and leadership search, TA operations, sourcing, and coordination.
Continuously assess and evolve the TA organization as hiring demand, talent markets, and business priorities change.
Align hiring demand with recruiting capacity, allocate resources to appropriate work, and guide prioritization and management of recruiting opportunities.
Use recruiting data and market intelligence to inform business decisions about talent pipelines, resource allocation, proactive sourcing, candidate-process bottlenecks, compensation and market conditions, hiring costs, and return on investment.
Develop talent maps, targeted sourcing campaigns, referral and alumni channels, competitor intelligence, and relationships with high-value talent communities.
Partner with Marketing to strengthen employer brand and recruitment marketing at the market and office level, and help ensure a candidate experience that reflects Bohler.
Partner with Division Managing Partners, regional and branch leaders, HR Business Partners, Finance, Growth, Total Rewards, Marketing, and Organization & Talent Development.
Bring talent-market insight into workforce planning before hiring needs become requisitions, advising leaders on market realities, urgency, approaches, compensation, and process barriers.
Own the Talent Acquisition budget and vendor relationships for recruiting technology, sourcing resources, and external search partners.
Serve on Bohler’s OneHR Leadership Team.

Benefits

Medical, dental, and vision insurance.
401(k) match of 1:1 up to 6%.
Paid time off and holidays.
Eligibility for bi-annual performance bonuses and annual salary reviews or adjustments.
Office and company-wide events.
Wellness programs.
Paid maternity and paternity leave.
Bereavement leave.
Life insurance.
Additional benefits may be available; eligibility for specific benefits may vary by employment status.