Vice President

At Provalus, we are uniquely “purpose-driven.” We’re elevating under-served communities by developing untapped talent in rural towns across the U.S. to deliver technology, business, and support services to our clients. Our mission is to solve the tech talent shortage in America while helping talented people create a new career path for themselves, strengthening their community and America’s future. We are actively seeking an experienced Vice President or Sr. Director, Recruiting & Talent Strategy to join our growing organization and help further our mission.

Position Overview

The Vice President/Senior Director, Recruiting and Talent Strategy is a senior executive leader responsible for designing and executing the enterprise-wide talent acquisition and onboarding strategy that enables Provalus’ growth and mission. This role partners directly with executive leadership and Delivery leadership to translate business strategy, client demand, and workforce forecasts into a scalable, high-performing national recruiting and onboarding operating model. The VP will build organizational capability, elevate the company’s employer brand, and ensure Provalus remains a destination employer while advancing its purpose of creating meaningful career pathways in underserved communities.

This role REQUIRES experience with hiring at scale and leading a recruiting team of 20 individuals. Recruiting expertise must include extensive pipelining, recruiting strategies beyond traditional job postings, vetting and evaluating talent. Individual must have experience with hiring at scale with 250-1,000 individuals annually.

Key Responsibilities

Enterprise Talent Strategy & Executive Partnership

• Serve as a strategic business partner to the executive team and Delivery leadership, translating company growth goals, client demand signals, and workforce forecasts into a clear national talent acquisition strategy.
• Advise senior leaders on hiring capacity, market constraints, talent risk, and trade-offs to support informed decision-making.
• Own the long-term talent acquisition roadmap, ensuring alignment with Provalus’ mission and commercial objectives.

National Recruiting Leadership & Operating Model

• Lead, coach, and hold accountable a distributed, multi-location talent acquisition organization.
• Establish clear performance standards, leadership cadence, productivity expectations, and career development pathways for the recruiting team.
• Design and scale consistent, efficient recruiting and onboarding processes that deliver speed, quality, compliance, and an exceptional candidate experience at national volume.

Onboarding Excellence & Compliance

• Own the end-to-end onboarding experience, including background screening, drug testing, documentation, and new-hire integration, ensuring a compliant, consistent, and world-class experience.
• Maintain rigorous oversight of employment law compliance, background and drug screening programs, and related risk controls.
• Continuously improve onboarding processes to reduce time-to-productivity and strengthen new-hire retention.

Data-Driven Performance & Continuous Improvement

• Establish and own executive-level talent acquisition metrics (time-to-fill, hiring volume, recruiter productivity, conversion rates, onboarding completion, quality of hire, hiring manager satisfaction, and diversity indicators).
• Use data to diagnose bottlenecks, drive process improvements, and raise organizational performance.
• Lead change initiatives that redesign recruiting and onboarding workflows across teams, locations, and business units.

Employer Brand, Community Partnerships & Mission Alignment

• Lead employer branding strategy to position Provalus as an employer of choice.
• Build and deepen relationships with workforce development agencies, universities, community organizations, and strategic vendors.
• Ensure national recruiting execution advances Provalus’ mission of creating career pathways in underserved communities.

Budget, Vendors & Resource Stewardship

• Own the talent acquisition and onboarding budget, ensuring disciplined allocation of resources against business priorities.
• Evaluate and manage external partners (background screening, drug testing, sourcing, and workforce development vendors) for performance, cost-effectiveness, and strategic fit.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.
• 12 years of progressive talent acquisition experience, with at least 7 years leading recruiting organizations at scale, preferably within technology services, support services, or multi-site operations.
• Demonstrated success building and leading distributed recruiting teams and delivering high-volume, high-quality hiring against aggressive growth targets.
• Proven experience as an executive-level business partner who influences senior leadership and connects talent strategy to commercial and operational outcomes.
• Deep expertise in recruiting operations, process design, compliance, onboarding systems, and scalable workflows.
• Strong command of talent acquisition metrics and the ability to use data to drive performance and continuous improvement.
• Experience advancing employer brand and community partnership strategies, ideally within a purpose-driven or mission-oriented organization.
• Proficiency with modern applicant tracking systems and recruiting technology platforms.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent certification preferred.

This role requires a strategic, operationally disciplined, and mission-aligned leader who can both set enterprise direction and ensure consistent, high-quality execution across a national footprint.

LOCATION:

Role can be based within driving distance of any of our US based delivery centers in Texas, Oklahoma, Kentucky, Alabama, South Carolina or North Carolina (expansion planned to additional states in early 2027) or at our Corporate Office in Atlanta, Georgia.