Talent Acquisition Director Jobs

About The Position

Requirements

• At least 10 years of progressive talent acquisition or recruiting experience, including significant full life-cycle recruiting experience.
• At least five years of experience leading, developing, and managing full-cycle recruiting teams.
• Demonstrated success creating and executing talent acquisition strategies in a complex, high-growth, or geographically dispersed organization.
• Experience translating workforce demand into recruiting priorities, team capacity plans, and measurable execution strategies.
• Strong knowledge of sourcing, passive-candidate engagement, talent pipelining, assessment, selection, and offer-closing practices.
• Demonstrated experience managing RPO providers, staffing agencies, executive search firms, or other external recruiting partners.
• Experience using recruiting metrics and funnel data to evaluate performance, identify risks, and influence business decisions.
• Strong executive presence and ability to advise, influence, and constructively challenge senior stakeholders.
• Excellent written, verbal, and interpersonal communication skills.
• Demonstrates Suffolk’s Core Values of Passion, Integrity, Hard Work, Professionalism, and Caring.
• Strategic thinker who can also lead disciplined execution.
• People leader who sets clear expectations, provides meaningful coaching, and creates accountability.
• Collaborative and able to build trusted relationships across functions and levels.
• Comfort navigating ambiguity, changing priorities, and a fast-paced business environment.
• Strong sense of urgency and judgment in balancing immediate needs with long-term priorities.
• Data-driven, able to translate complex information into clear recommendations and actions.
• Able to balance candidate experience, hiring-manager expectations, recruiting capacity, cost, and quality.
• Proactive, resourceful, and willing to take ownership of challenging business problems.
• Committed to confidentiality, sound judgment, professionalism, and discretion.
• Results-oriented with consistent attention to detail and follow-through.
• Regularly able to sit for long periods, talk or hear, and perform fine motor, hand, and finger skills using a keyboard, telephone, or writing.
• Frequently able to stand, walk, and reach with arms and/or hands; able to meet the stated vision requirements, including close and distance vision, depth perception, and adjusting focus.

Nice To Haves

• Bachelor’s degree preferred.
• Experience recruiting within construction, engineering, real estate, infrastructure, or another highly competitive talent market is strongly preferred.
• Experience with iCIMS is a plus.

Responsibilities

• Lead, coach, and develop a team of recruiters, establishing clear priorities, performance expectations, and accountability for results.
• Translate business objectives, workforce plans, and projected hiring demand into actionable talent acquisition strategies.
• Develop and execute recruiting strategies for immediate hiring needs and long-term talent pipelines.
• Partner with senior leaders and hiring managers to understand business priorities, labor-market challenges, and critical talent needs.
• Establish recruiting priorities and allocate team capacity based on business impact, hiring urgency, and available resources.
• Monitor recruiting funnels, pipeline health, candidate quality, hiring velocity, offer acceptance, and other key performance indicators.
• Use recruiting data and market intelligence to identify risks, recommend solutions, and provide leaders with actionable insights.
• Drive proactive sourcing and pipeline development, including cultivating passive candidates, former applicants, referrals, and silver-medalist talent.
• Oversee external recruiting partners, including RPO providers, staffing agencies, executive search firms, and other talent vendors.
• Set performance expectations for external partners and evaluate them based on quality, speed, cost, candidate experience, and business impact.
• Determine when and how external recruiting resources should be used to supplement internal capacity or address specialized hiring needs.
• Handle high-level searches when needed, depending on team volume and bandwidth.
• Promote consistent, equitable, and high-quality recruiting and selection practices across the organization.
• Ensure candidates receive a thoughtful, responsive, and high-quality experience throughout the recruiting process.
• Identify opportunities to improve recruiting processes, technology, reporting, and operating rhythms.
• Stay current on talent-market conditions, competitive intelligence, emerging recruiting practices, and relevant technology.
• Represent Suffolk’s Core Values and employment brand in candidate and stakeholder interactions.

Benefits

• Competitive salaries.
• Auto allowances and gas cards for certain roles.
• Medical and emotional and mental health benefits.
• Dental insurance.
• Vision insurance.
• Virtual care options for physical therapy and primary care.
• Generous paid time off.
• 401(k) plan with employer match and access to expert financial resources.
• Company-paid and voluntary life insurance.
• Tax-deferred savings accounts.
• 10 backup daycare days each year.
• Short- and long-term disability.
• Commuter benefits.
• Free parking.
• On-site gym.
• Cafeteria.
• Other workplace amenities.