VP, National Talent Acquisition Lead ( Remote)

NFP•Madison, WI

12h•Remote

About The Position

The Talent Acquisition Lead plays a critical role in shaping and executing the organization’s recruiting strategy while carrying an active requisition load. This position combines hands-on recruiting with player-coach leadership, guiding recruiting practices, elevating sourcing strategy, and partnering closely with business leaders to attract top talent within the wealth management and financial planning industry. Reporting to the Chief People Officer, this role serves as a strategic advisor to hiring leaders, ensuring proactive workforce planning, strong candidate experience, and consistent recruiting standards across the organization. This position will also play a key role in supporting the implementation and optimization of the Workday Recruiting module to enhance recruiting workflows, reporting, and analytics. The ideal candidate brings deep full-cycle recruiting expertise, strong stakeholder influence skills, and ideally, an established network within wealth management, RIAs, financial advisory, or related financial services environments. This position may be fully remote.

Requirements

Bachelor’s degree preferred.
7+ years of full-cycle recruiting experience, ideally within wealth management, financial services, or professional services environments.
Experience serving in a lead, mentoring, or informal management capacity.
Strong competency-based interviewing and candidate assessment skills.
Demonstrated ability to influence senior stakeholders and manage complex searches.
Experience working within Workday Recruiting or similar enterprise ATS platforms; experience supporting ATS implementations is a plus.
Strong analytical mindset with comfort leveraging recruiting metrics and dashboards.
High emotional intelligence and executive presence.
Ability to balance strategic oversight with hands-on recruiting execution.

Nice To Haves

Established network within wealth management, RIAs, financial advisory, or financial planning industries
Experience recruiting licensed financial professionals (e.g., CFP®, Series licenses)
Experience in high-growth or acquisition-driven environment

Responsibilities

Lead Full-Cycle Recruiting: Own end-to-end recruiting across a range of roles, including financial advisors, planners, operations, and corporate functions.
Develop and execute creative sourcing strategies to attract high-quality talent in competitive markets.
Conduct competency-based interviews and guide hiring managers through structured selection processes.
Drive proactive pipeline development and workforce planning discussions with leadership.
Ensure an exceptional, high-touch candidate experience from initial outreach through onboarding.
Oversee workforce planning and recruiting strategy for the firm’s internship program, including university partnerships, campus outreach strategy, selection processes and intern conversion planning.
Serve as Player-Coach & Recruiting Strategist: Provide guidance, coaching, and best-practice direction to recruiting team members.
Elevate sourcing strategy, candidate assessment rigor, and stakeholder partnership standards.
Standardize recruiting processes, interview frameworks, and selection criteria.
Support requisition prioritization and capacity planning.
Monitor recruiting metrics and provide insights to leadership on pipeline health, hiring velocity, and market trends.
Support Recruiting Systems & Analytics: Partner with HRIS and Corporate IT to support the implementation and optimization of the Workday Recruiting module.
Help define recruiting workflows, interview stages, and reporting dashboards within Workday.
Leverage recruiting analytics to inform hiring strategy and workforce planning.
Identify opportunities to improve efficiency, compliance, and candidate experience through system enhancements.
Build Industry Talent Networks: Cultivate and maintain strong external networks within wealth management, financial planning, and RIA communities.
Leverage industry associations, referral channels, and targeted sourcing campaigns to strengthen pipelines.
Partner with leadership to map competitor landscapes and proactively engage passive talent.
Develop and maintain relationships with universities, finance programs, and student organizations to build a strong, recurring pipeline of intern talent.
Strengthen Employer Brand & Diversity Efforts: Partner with marketing and leadership to position the organization as an employer of choice within the wealth management industry.
Develop outreach strategies to build diverse candidate pipelines.
Continuously refine messaging and candidate engagement strategies.