Talent Acquisition Leader 5

United Launch Alliance • Centennial, CO

98d • $117,180 - $217,620

About The Position

The Leader of Strategic Talent Acquisition provides enterprise-level leadership, direction, and innovation in building world-class talent strategies. This role reports to the Director of Human Resources and serves as a trusted advisor to senior leadership and hiring leaders, ensuring the organization attracts, engages, and retains the best talent to achieve long-term business success.

Requirements

• Bachelor’s degree in business administration, human resources, or another relevant discipline from an accredited college or university
• 8+ years of experience in human resources and talent acquisition
• 4+ years of staffing, recruiting, talent acquisition or executive search experience
• 2+ years of managing people, project management or team lead experience or a combination of any
• Proficiency with applicant tracking systems and modern talent sourcing platforms to attract and engage candidates
• Demonstrated ability to lead and implement change initiatives in HR, Talent Acquisition or other related areas
• Proven ability to leverage data and analytics to drive informed recruiting and staffing decisions
• Strong verbal and written communication skills with the ability to influence stakeholders, build alignment and ensure sustainable outcomes

Nice To Haves

• 10-15 years of experience leading and developing talent acquisition teams
• Skilled in strategic workforce and talent planning with the ability to translate long-term objectives into actionable recruitment initiatives
• Experience using SuccessFactors recruiting module
• Proven ability to manage relationships with RPO partners and/or staffing agencies
• Experience recruiting for technical roles within government contracting, aerospace and defense industries

Responsibilities

• Serve as a thought leader and subject matter expert in talent attraction and recruitment, leveraging internal insights and external best practices to drive enterprise-wide adoption.
• Design and implement proactive talent acquisition strategies aligned with business goals, enhancing pipelines and improving organizational performance.
• Stay ahead of labor market trends and evolving talent acquisition strategies, anticipating shifts that could impact business outcomes.
• Consult with senior leaders to understand critical hiring requirements, advising on innovative solutions and making real-time course corrections to ensure success.
• Collaborate with workforce planning, business leaders, and other Centers of Excellence (CoEs) to align recruiting strategies with long-term workforce needs.
• Partner with legal and compliance teams to ensure alignment with relevant EEO and OFFCP requirements as well as relevant ITAR and export control requirements for government contractors.
• Oversee and optimize recruiting operations with the Recruitment Process Outsourcing (RPO) provider and other staffing partners, ensuring accountability, quality, and service-level adherence.
• Lead, mentor, and set clear expectations for internal TA team, driving performance excellence and continuous improvement.
• Implement best practices that deliver a consistent, positive candidate experience and a seamless onboarding journey.
• Oversee a strong internal mobility program that provides support for internal employees navigating their growth path within ULA.
• Leverage analytics to set priorities, direct investments, and measure the impact of talent strategies.
• Use workforce insights to shape recruiting programs and inform executive-level decisions.
• Partner with the communications team to drive employment branding initiatives that position the company as an employer of choice across industries and talent markets.
• Lead university relations and early-career strategies, including internship program design and execution.
• Oversee key programs such as employee referrals, onboarding, external recruiting events, and relocation services.
• Partner with leaders to analyze attrition drivers and implement initiatives that improve retention and strengthen the employee value proposition.
• Champion continuous improvement through process innovation, new technologies, and enhanced recruiting practices.

Benefits

• 401(k) match plus an additional employer contribution
• Discretionary annual incentive bonus for eligible employees
• Generous paid time off
• Flexible work environments
• 9/80 schedule, meaning employees enjoy every other Friday off

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: Bachelor's degree
• Number of Employees: 1,001-5,000 employees