Vice President, Talent Acquisition

Selective Insurance Company of America•Short Hills, NJ

8h•$206,000 - $266,000•Onsite

About The Position

The Vice President, Talent Acquisition (VP, TA) is a senior HR leader responsible for designing and executing an enterprise-wide talent acquisition strategy that enables the organization’s current and future growth. As a member of the HR Leadership Team, this role provides strategic and operational leadership across all aspects of talent acquisition and employer branding. Leads the Talent Acquisition team and partners closely with executive leadership, HR Business Partners, and business leaders to ensure the organization attracts, hires, and retains top talent in a competitive and evolving labor market. This leader balances strategy, scale, and execution, ensuring a best-in-class candidate experience while driving efficiency, quality of hire, and workforce outcomes aligned to business priorities. All job duties and responsibilities must be carried out in compliance with applicable legal and regulatory requirements.

Requirements

12+ years of progressive experience in Talent Acquisition, with previous leadership responsibility/roles.
Proven experience leading TA at scale in a growing, complex organization (2,500+ employees).
Demonstrated success building and leading high-performing leaders and TA teams.
Strong strategic mindset with the ability to translate vision into execution.
Deep knowledge of recruiting best practices, employer branding, and TA technology.
Experience partnering with executive leadership and influencing at the senior level.
Bachelor’s degree (commonly in Human Resources, Business Administration, Organizational Psychology, or a related field), or equivalent combination of education and extensive related experience.

Responsibilities

Set and evolve the enterprise talent acquisition strategy aligned to workforce planning and business growth priorities; translate talent insights and labor-market intelligence into actionable hiring plans.
Provide strategic leadership for the TA function—coach and develop TA leader and specialists, advise executives, and establish scalable recruiting models, governance, and KPIs to deliver quality, speed, and efficiency.
Lead end-to-end, full-cycle recruiting across functions and levels, ensuring consistent, inclusive hiring practices aligned to company values and leadership competencies.
Optimize recruiting operations, technology, and vendor partnerships; define and manage KPIs (e.g., time-to-fill, quality of hire, cost per hire, candidate experience) to drive speed, quality, and efficiency.
Own and advance the employer brand and EVP; partner with Marketing/Communications to deliver aligned careers content, social presence, and targeted recruitment campaigns. Use storytelling, data, and employee advocacy to strengthen reputation signals and continuously improve candidate perception and experience (e.g., surveys, market feedback).
Provide strategic oversight of relocation/mobility programs to enable critical talent movement, ensuring competitive, compliant, and cost-effective policies aligned to business needs. Partner with internal stakeholders and external vendors to deliver seamless relocation experience and consistent service outcomes.
Translate business growth plans into workforce and recruiting strategies, including demand forecasts and recruiting capacity models. Serve as a trusted advisor to senior leaders—bringing talent insights to influence hiring decisions, organizational design, and prioritization of critical roles.
Ensure recruiting practices comply with employment laws, regulations, and internal policies; maintain governance, risk controls, and audit-ready documentation. Drive continuous improvement through process optimization, technology enablement, and innovation, staying current on labor-market trends and emerging TA practices.
Prepare and control all aspects of the talent acquisition budget.