Talen Acquisition Center of Excellence Director

Utah Community Credit Union (UCCU)•Provo, UT

About The Position

The Talent Acquisition Center of Excellence Director will own and deliver UCCU’s enterprise talent acquisition strategy, operating model, standards, processes, tools, service expectations, and continuous-improvement roadmap. The role combines hands-on recruiting for critical, senior, pivotal, specialized, and difficult-to-fill roles with responsibility for building and leading the Talent Acquisition Center of Excellence (COE). The Director will define recruiting roles, decision rights, service levels, handoffs, capacity allocation, and the staffing guidebook and selection toolkit. The Director will lead full-cycle recruiting for key roles, proactively source passive candidates, build talent relationships and pipelines, advise hiring leaders, and help close top candidates. The role also owns selection practices and tools, hiring-manager training and coaching, proactive recruiting and university relations, UCCU’s Employee Value Proposition and candidate-facing experience, and recruiting technology, data, metrics, and governance. As team leader, the Director will coach and develop the Senior Recruiter, Hire Ahead, Service Center & Branches and the Recruiting Coordinator; set portfolios and priorities; and balance personal recruiting work with COE leadership. The role partners with HR Business Partners, Compensation, HR Operations, Learning and Onboarding, hiring managers, and business leaders to coordinate recruiting needs, offers, and candidate handoffs. UCCU is a member-owned credit union founded in 1955. It serves more than 270,000 members through 27 branches, has more than $4 billion in assets, and aims to become a $10 billion institution by 2033. Its mission is to help people improve their financial strength, achieve their goals and dreams, and love where they bank. The Director is expected to model UCCU’s Five Behaviors: Caring Deeply, Listening Humbly, Winning As One, Owning the Outcome, and Always Growing. Compensation is based on experience, qualifications, and market alignment. The total package includes a competitive base salary, an annual incentive opportunity tied to personal and organizational performance, and comprehensive benefits consistent with UCCU’s commitment to employees.

Requirements

Seven or more years of progressive talent acquisition or recruiting experience, including substantial full-cycle recruiting for senior, specialized, pivotal, or difficult-to-fill roles.
Demonstrated experience building or materially improving talent acquisition strategy, processes, tools, technology, governance, data, and metrics.
Strong direct-sourcing and passive-candidate outreach capability, including building relationships and pipelines before openings exist.
Strong intake, interviewing, assessment, executive communication, consulting, candidate-selling, offer-closing, and project-management skills.
Experience leading and developing recruiters or recruiting coordinators and balancing team leadership with a personal recruiting portfolio.
Experience with applicant tracking systems, LinkedIn Recruiter or comparable sourcing platforms, analytics, employer brand, university relations, and external recruiting partners.
Working knowledge of applicable employment laws and structured, fair, and legally compliant selection practices.
Bachelor’s degree in Human Resources, Business, or a related field; equivalent relevant experience is considered.
Ability to build talent acquisition systems, advise executives and hiring managers, lead a team, and personally recruit.
Expected to live and model UCCU’s Five Behaviors: Caring Deeply, Listening Humbly, Winning As One, Owning the Outcome, and Always Growing.

Responsibilities

Own and deliver UCCU’s enterprise talent acquisition strategy, operating model, standards, processes, tools, service expectations, and continuous-improvement roadmap.
Define and document recruiting roles, responsibilities, decision rights, service levels, and handoffs across hiring managers and HR-related functions.
Determine which positions receive dedicated recruiter support and allocate recruiting capacity and priorities.
Build and maintain the staffing guidebook and selection toolkit, including intake, job descriptions, sourcing strategies, interview guides, assessments, selection documentation, offer templates, candidate communications, and onboarding handoffs.
Drive accountability for process adoption, quality, speed, fairness, consistency, and client and candidate experience.
Personally lead full-cycle recruiting for critical, senior, pivotal, specialized, and difficult-to-fill roles, as well as other roles assigned based on business need and team capacity.
Lead intake meetings with hiring managers and appropriate HR partners to clarify role outcomes, scope, selection criteria, sourcing strategy, stakeholders, and timelines.
Proactively identify and contact passive prospects, build relationships with high-potential talent, and maintain pipelines before vacancies occur.
Source, screen, assess, develop qualified shortlists, coordinate interviews, support selection decisions, manage candidate communications, help close candidates, and keep recruiting processes moving.
Develop an understanding of the business and key roles sufficient to advise hiring leaders, clarify requirements, and accurately represent opportunities to candidates.
Own effective selection processes and supporting tools, including intake forms, job-description templates, interview guides, assessments, structured evaluation, reference practices, and offer templates.
Train and coach hiring managers in intake, structured interviewing, fair and consistent assessment, candidate selling, and timely decision-making.
Ensure hiring managers use job-related evidence and consistent criteria while retaining ownership of final selection decisions.
Monitor selection-process quality and remove bottlenecks without introducing unnecessary bureaucracy.
Create proactive sourcing and pipeline strategies for pivotal, recurring, growth-critical, and difficult-to-fill roles.
Own and deliver UCCU’s university relations strategy, including priority schools, relationships, events, applicable internships or early-career pipelines, and measurable outcomes.
Use LinkedIn Recruiter and other sourcing technology, professional networks, referrals, community relationships, associations, and direct outreach to expand access to talent.
Partner with the Senior Recruiter on university, school, community, branch, Service Center, Hire Ahead, and new-site recruiting strategies.
Define and drive UCCU’s Employee Value Proposition in partnership with HR and business leaders.
Own the careers page, application experience, recruiting communications, and candidate-facing technology and content.
Improve candidate experience from initial contact through disposition, offer acceptance, and handoff to Learning and Onboarding.
Ensure candidates receive responsive communication, a realistic and compelling understanding of UCCU and the role, and respectful closure.
Own recruiting technology strategy and workflows, including the applicant tracking system, sourcing tools, career-site integrations, automation, and reporting.
Own the quality, definitions, governance, and use of talent acquisition data.
Establish dashboards and operating reviews covering pipeline health, source effectiveness, conversion, aging, time to fill, offer acceptance, starts, quality of hire, early retention, candidate and hiring-manager experience, and recruiter capacity.
Use labor-market insights, process data, business outcomes, and stakeholder feedback to improve decisions, investments, and results.
Lead, coach, and develop the Senior Recruiter, Hire Ahead, Service Center & Branches and the Recruiting Coordinator.
Establish recruiting portfolios, priorities, operating rhythms, service expectations, escalation paths, and accountability.
Balance personal recruiting responsibilities with COE leadership and reallocate work as business priorities and capacity change.
Build a coordinated Talent Acquisition team that shares standards, tools, information, and accountability.
Partner with HR Business Partners and leaders on workforce needs, pivotal positions, organization plans, and future capabilities.
Partner with Compensation on job architecture, levels, market pricing, ranges, internal equity, pay guidance, and required offer approvals.
Partner with HR Operations on requisitions, systems, records, reporting, pre-employment requirements, written offers, and controls.
Manage candidate communication and coordinate verbal offers as agreed; after verbal acceptance, ensure HR Operations has the information needed for written offers and system actions.
Hand accepted candidates to Learning and Onboarding for Day 1 readiness and the 90-Day Fast Start while keeping hiring managers and HR partners informed.