Talent Acquisition Lead

Hub International Insurance•Chicago, IL

1d•Hybrid

About The Position

The Talent Acquisition Lead will lead a newly formed centralized recruiting team based throughout the US. This role is responsible for leading and inspiring a high-performing centralized recruiting team responsible for full-cycle recruiting, prioritizing coaching, development, operational excellence, compliance, and governance that are in alignment with business objectives. The lead will collaborate closely with business leaders and HR Business Partners across all departments to understand their unique hiring and future needs to create tailored recruiting strategies and align recruiting efforts/resources to support those objectives. This role will also partner with the enterprise Talent Acquisition COE to enhance hiring dashboards and reporting tools, TA process/tool adoption, providing increased visibility into the recruitment funnel and identifying opportunities for process improvement. The lead will contribute to enterprise TA projects and initiatives, deliver key performance metrics and actionable insights to key stakeholders and business leaders, and guide the team in refining and scaling processes to support organizational growth while maintaining an exceptional candidate experience. Staying informed of industry and geographic talent trends, using insights to shape hiring strategies and adapt to the evolving talent landscape is also a key part of this role. The Talent Acquisition Lead will serve as the TA SME to the regional Presidents and Super Region President, lead, drive, and participate in the development of ongoing innovative, creative and cost-effective recruiting strategies through the effective understanding of business demands or issues. This role will partner with the enterprise Talent Acquisition COE to implement, adopt, and maintain legally defensible, effective hiring practices, and applicant tracking (in Workday/Phenom) in compliance with provincial, federal, state, and local employment laws. The lead will monitor performance and manage the team’s workload capacity to support business needs, serve as a champion and effectively navigate the team through sudden business demands or economic shifts, and serve as a working leader, responsible for recruiting for a portion of the open job requisitions as needed.

Requirements

5+ years of corporate recruiting and staffing experience within a large scale, matrixed, and high volume environment
Demonstrated experience managing a high requisition load.
Agility in dealing with multiple stakeholders: Executive team, leadership, employees, and candidates.
Demonstrated experience leading and developing a team (the whole and individuals).
Metrics-driven; Beyond basic metrics; involves analytics to improve sourcing, team performance, and enhance overall recruitment efficiency.
Ability to influence outcomes.
Champion culture to internal and external stakeholders.
Problem solver with the ability to think outside-the-box.
Ability to manage hybrid teams.
Must have advanced knowledge of Microsoft Excel and MS Office products.
Proven success in full-cycle recruiting, sourcing, and talent pipeline management.
Strong knowledge of recruitment tools, applicant tracking systems (ATS), and best practices.
Experience developing and analyzing recruitment metrics to improve outcomes.
Establishes a team culture of positivity and adaptability with a focus of continuous learning, improvement, and development.

Nice To Haves

Strong preference for insurance brokerage experience.

Responsibilities

Lead and inspire a high-performing centralized recruiting team responsible for full-cycle recruiting, prioritizing coaching, development, operational excellence, compliance, and governance that are in alignment with business objectives.
Collaborate closely with business leaders and HRBP’s across all departments—including Wholesale, Underwriting, Employee Benefits, Life Insurance, and more—to understand their unique hiring and future needs to create tailored recruiting strategies and align recruiting efforts/resources to support those objectives.
Work in partnership with the enterprise Talent Acquisition COE to enhance hiring dashboards and reporting tools, TA process/tool adoption, providing increased visibility into the recruitment funnel and identifying opportunities for process improvement.
Contribute to enterprise TA projects and initiatives for the benefit of the organization.
Deliver key performance metrics and actionable insights to key stakeholders and business leaders.
Guide the team in refining and scaling processes to support organizational growth while maintaining an exceptional candidate experience.
Stay informed of industry and geographic talent trends, using insights to shape hiring strategies and adapt to the evolving talent landscape.
Serve as the TA SME to the regional Presidents and Super Region President.
Lead, drive, and participate in the development of ongoing innovative, creative and cost-effective recruiting strategies through the effective understanding of business demands or issues.
Work in partnership with the enterprise Talent Acquisition COE to implement, adopt, and maintain legally defensible, effective hiring practices, and applicant tracking (in Workday/Phenom) in compliance with provincial, federal, state, and local employment laws.
Monitor performance and manage team’s workload capacity to support business needs.
Serve as a champion and effectively navigate the team through sudden business demands or economic shifts.
Serve as a working leader, responsible for recruiting for a portion of the open job requisitions as needed.
Inspire & Support: Lead the recruiting team with clear direction and encouragement.
Elevate Standards: Drive high performance and continuous improvement across the team.
Develop Talent: Mentor and grow team skills through coaching, training, and active development.
Execute Strategy: Ensure a smooth, effective hiring process by aligning with business needs.
Meet & Exceed Goals: Consistently hit identified metrics.
Ensure Quality: Oversee and maintain high standards within the TA function.
Deliver Excellence: Create standout experiences for leaders across the Super Region, enhancing client relationships.
Provide Insights: Partner with leadership to offer valuable reports and market intelligence.
Innovate for Impact: Drive process improvements to elevate the TA function.
Compliance: Ensure adherence to internal TA practices and provincial, federal, state, and local employment laws.
Data Integrity: Foster a culture of data privacy, security, and accuracy.