Talent & Programs Director (PH)

Pronghorn•Alpharetta, GA

2h•$130,000 - $150,000

About The Position

The Talent & Programs Director will lead the end-to-end talent engine for a portfolio of high-impact programs designed to introduce up to 1,800+ individuals into the spirits and adjacent industries. This dual role combines: Talent Operations & Full-Cycle Recruiting High-Volume Program Leadership (concept → execution) Partnership Management & External Advocacy You are both builder and operator: designing scalable programs, running talent pipelines, nurturing partners, and serving as a visible ambassador for the mission.

Requirements

7–10+ years of experience in talent acquisition, staffing, or corporate recruiting, with clear ownership of high-volume pipelines.
Experience leading full-cycle recruiting (from intake to offer) in a staffing-style environment where partner satisfaction and retention are critical.
Proven track record of building and running high-volume talent programs (e.g., internships, fellowships, workforce programs, academies) from conception through execution.
Experience leading teams (formal or informal) toward execution while providing strategic direction.
Comfortable operating in a start-up or high-growth environment with ambiguity, building while scaling.
Hands-on experience working in Rippling—required.
Strong presentation and communication skills, including executive and/or board-facing reporting.

Nice To Haves

Experience in or adjacent to the spirits, CPG, hospitality, or consumer brands sectors.
Demonstrated success working with multiple partners (brands, distributors, schools, community organizations).
Prior experience as a program director, talent director, or similar role leading both programs + recruiting.

Responsibilities

Talent Strategy, Programs & Operations
Lead the design, launch, and execution of high-volume talent programs from concept to completion.
Own talent operations across multiple verticals, ensuring programs can support large candidate cohorts—whether roles are open today or coming tomorrow.
Build and refine processes for sourcing, screening, matching, and tracking talent entering the pipeline.
Align talent strategy with organizational goals and the broader mission of expanding representation in the industry.
Full-Cycle Recruiting with a Staffing Lens
Oversee full-cycle recruiting (intake, sourcing, screening, selection, offer support) with a staffing mindset—partners are clients that must be courted, nurtured, and retained.
Personally step in to source and recruit when needed, especially for priority roles or strategic partners.
Build and maintain candidate pipelines even when live roles are limited, ensuring a ready bench for future opportunities.
Partner closely with hiring managers and external partners to understand requirements, timelines, and expectations.
Partnerships, Speaking & External Advocacy
Serve as a public-facing ambassador for the talent programs—speaking, presenting, and representing the mission at events, panels, and partner meetings.
Build and manage relationships with brands, distributors, schools, community partners, and industry organizations.
Create and promote opportunities (events, info sessions, campaigns) that attract high-potential candidates into the pipeline.
Collaborate with marketing/creative partners to tell the story of the talent programs and their impact.
Leadership & Team Management
Provide day-to-day leadership and strategic oversight for a small but high-impact team (recruiters, coordinators, program managers).
Set clear goals, priorities, and KPIs for the team tied to recruiting, program output, and partner satisfaction.
Coach and develop team members to execute consistently, manage volume, and continuously improve.
Foster a culture of accountability, communication, and responsiveness to both candidates and partners.
Start-Up Execution & Cross-Functional Collaboration
Operate confidently in a start-up / scale-up environment with evolving structures, limited legacy systems, and changing priorities.
Collaborate with the executive team and peers across multiple verticals (talent, operations, partnerships, brand).
Roll up your sleeves when needed—no task is “too small” if it moves the function forward.
Adapt quickly to shifts in direction while maintaining program stability and partner confidence.
Systems, Data & Reporting
Use Rippling as a core system for HR/talent operations and ensure data integrity for talent flows where applicable.
Partner with HR/Operations to ensure systems and workflows support recruiting and program operations.
Build and deliver reports, dashboards, and board-level presentations that show pipeline health, program outcomes, and growth.
Use data to identify gaps, improve conversion rates, and demonstrate the impact of the talent programs.