Vice President, Talent and Employer Brand

BHC

8d•Hybrid

About The Position

The Vice President, Talent & Employer Brand leads the recruiting function and owns how BHC presents itself to the external talent market as an employer. The mandate has two equal halves: operational excellence in talent acquisition at volume, and strategic ownership of employer brand, the story BHC tells the market about what it means to work here and the experience every candidate has of that story, whether they join or not. This is a build role. The team, the standards, the systems, and BHC’s position in the talent market are to be established, not inherited and maintained. The VP reports to the EVP of People and Culture with regular visibility to senior leadership and is expected to build a function designed with the same intention BHC brings to its properties, its culture, and its guest experience.

Requirements

Minimum of seven years in talent acquisition leadership, including direct management of a recruiting team, in hospitality, luxury, or another service-intensive, reputation-sensitive industry.
Demonstrated experience building or meaningfully reshaping a recruiting function, not just operating an existing one.
Experience owning employer brand or candidate experience as a strategic responsibility, not a byproduct of recruiting operations.
Experience leading compensation strategy, including market benchmarking, salary structure design, and pay governance at the organizational level.
Experience with international recruitment programs and visa sponsorship administration, including J-1 programs.
Proven ability to build and run function-level metrics and reporting: retention, time to fill, candidate satisfaction, and the judgment to know when a number is telling the truth and when it is not.
Experience partnering with senior executives on talent strategy, including the ability to hold a professional point of view under pressure.
Bachelor’s degree in Human Resources, Business, Hospitality, or a related field required.

Nice To Haves

Advanced degree preferred.

Responsibilities

Design and lead the operating model for portfolio-wide recruiting: service levels, time-to-fill targets by role tier, sourcing strategy, and quality standards that hold regardless of hiring volume.
Set and refine qualifying criteria and performance targets for the placement-based incentive model, recalibrating as real performance data informs the approach.
Build the reporting infrastructure that gives senior leadership clear visibility into pipeline health, time to fill, retention, offer acceptance, and the leading indicators that surface problems before they appear in turnover.
Select and own the CRM, ATS, and talent tracking infrastructure the function runs on.
Define how BHC presents itself to the external talent market: as a cultural catalyst with a clear point of view, not as a hospitality operator filling shifts.
Own the candidate experience end to end, including for candidates who do not receive an offer. BHC’s reputation as an employer is shaped as much by how it treats people who do not join as by how it treats people who do.
Partner with Communications and Marketing to ensure BHC’s employer brand and guest-facing brand tell one consistent story across all channels.
Design the instruments that measure the function’s performance, candidate satisfaction, and hiring manager satisfaction, and build them to be honest rather than flattering.
Own BHC’s talent acquisition strategy across all properties and functions, including international recruitment initiatives, employment-based immigration programs, and seasonal workforce planning.
Oversee the end-to-end administration of the J-1 Visa Program and other visa sponsorship processes, ensuring compliance while delivering an exceptional candidate experience.
Serve as the strategic compensation partner for the organization: compensation philosophy, market benchmarking, salary structures, job evaluations, offer strategy, annual compensation planning, and pay governance to ensure external competitiveness, internal equity, and alignment with business objectives.
Partner with executive leadership on workforce planning, using talent market intelligence, compensation data, and hiring trends to proactively identify talent needs and develop strategies that support BHC’s long-term growth.
Lead and develop the recruiting team across senior recruiting, discipline-based hiring, and research and intelligence support.
Set standards, coach performance, and make the judgment calls the compensation and incentive model leaves to the VP.
Resource the team against hiring volume and build the capacity to run multiple searches at different levels of complexity simultaneously without losing quality in any of them.
Participate in recurring talent reviews with senior leadership, presenting the state of the market, pipeline health, and where the function needs to evolve.