VP, Head of Talent Acquisition

Columbia Bank • Fair Lawn, NJ

9d • Hybrid

About The Position

The Head of Talent Acquisition is a senior HR leader responsible for designing and executing a comprehensive recruitment strategy to attract, hire, and retain top talent. This role oversees all recruitment processes, leads a high-performing team, and ensures alignment with business objectives and budgets. Acting as a strategic partner, the position drives workforce planning and uses data-driven insights to optimize hiring outcomes.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5–7 years of talent acquisition and recruitment experience.
• 3–5 years of people management experience.
• Proven ability to design and implement successful recruiting programs with strong strategic, creative, and analytical skills.
• Expertise in full life-cycle recruiting and operating within a geographically dispersed organization.
• Exceptional negotiation skills with internal and external stakeholders.
• Ability to work effectively across all organizational levels, from staff to senior leadership.
• Strong leadership and team management capabilities.
• Excellent written and verbal communication skills.
• Ability to multi-task and meet deadlines with attention to detail.
• Strong interpersonal skills with diplomacy and tact.
• Ability to build and maintain relationships with internal and external stakeholders.
• Data-driven decision-making skills and knowledge of industry trends.
• Experience with Applicant Tracking Systems (ATS).
• Proficiency in MS Office Suite.
• Passion for attracting and hiring top talent

Nice To Haves

• Banking industry experience a plus.
• Experience with ADP Applicant Tracking System.

Responsibilities

• Design, build and implement a recruitment strategy by identifying organizational needs, understanding market trends and creating plans to attract and hire the right talent
• Stay current on industry trends and best practices
• Attend relative seminars and conferences to expand knowledge and build network in the industry.
• Maintain high-level understanding of defined market attributes to develop recruiting strategies for long term and sustained growth.
• Lead efforts to recruit new staff for specific functions based on approved plans.
• Build a trusted business partner relationship with executive stakeholders by conducting thorough intake meetings for new or upgraded roles, providing talent and market data, in-depth prospective candidate screens and job skills summaries.
• Conduct research on financial services and banking industries to locate prospective candidates to assist in filling pre-requisition and succession planning.
• Manage a database of competitors to include organization charts, benefits, retention strategies, etc.
• Recruit, train and develop team members as well as manage their performance and career growth
• Act as a player/coach to provide appropriate guidance to the team
• Communicate expectations of team dynamics, performance, and relationship building with internal and external stakeholders
• Establish clear and concise performance goals for each team member and ensure open lines of communication on progress towards goals
• Work together with team members to help build their career paths
• Identify opportunities for development, appropriate training, and potential certifications.
• From sourcing candidates to making job offers and onboarding new hires, ensure a seamless and effective recruitment experience
• Source and attract qualified candidates by using social media platforms such as LinkedIn, recruitment agencies, and recruitment sites such as Indeed, Glassdoor, etc.
• Leverage sourcing strategies for cold calling passive candidates to establish rapport and build a pipeline
• Post approved job requisitions both internally and externally and conducts interviews as appropriate.
• Oversee the candidate onboarding process from a pre-hire perspective. This includes ensuring all background check requirements are met, job requirements, assessments, I9 documentation, etc. are accurate, in compliance, and completed in a timely manner
• Coordinate with Technology to ensure proper system access, equipment, software, office location, etc. are confirmed prior to the candidate’s hire date
• Coordinate with Learning and Development to ensure all new hires are enrolled in the New Employee Orientation classes as well as in required online training classes.
• Work closely with internal stakeholders to understand their needs and ensure alignment with hiring goals, staffing projections, and team dynamics
• Ensure recruiting efforts are conducted within approved budget guidelines. Obtain proper approvals and documentation for addition to staff requests outside of budget
• Partner with recruiting firms, staffing agencies, colleges, universities and other external providers to source talent.
• Develop, track, and analyze recruitment metrics
• Develop and monitor key performance indicators (KPI’s) such as time to hire (fill), cost per hire and candidate experience to identify opportunities for enhancement
• Prepare Board level and Executive level reports
• Stay updated on current market and peer trends, and report accordingly
• Ensure compliance with state, federal and local laws and regulations that may require certain reporting around hiring.
• Work with HR leaders to develop and implement HR initiatives that support the company’s business goals.
• Perform other job duties and projects as assigned.

Benefits

• Medical, Dental, Vision and Rx which are contributory.
• Bonus programs.
• Employee Stock Option Program (ESOP).
• Life Insurance, Long Term Disability and Accidental Death and Dismemberment (LTD&AD&D).
• Paid Time Off (PTO) which includes Personal and Vacation Time.
• Paid Sick Time.
• Bank Holidays.
• Employees may participate in the 401k program.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 1,001-5,000 employees