What are the responsibilities and job description for the Director of Talent Acquisition position at The People Brand?
The Director of Talent Acquisition is a strategic leadership role responsible for developing and executing a comprehensive talent acquisition strategy that attracts, engages, and retains top-tier talent. This individual will lead and mentor a team of recruiting professionals, partner closely with senior leadership, and build scalable hiring processes that support the organization's growth objectives.
Key Responsibilities include but not limited to: Strategy & Leadership
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Develop and implement a forward-thinking talent acquisition strategy aligned with the company's business goals and workforce planning needs.
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Lead, coach, and develop a high-performing talent acquisition team.
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Serve as a trusted advisor to senior leadership and hiring managers on all talent-related matters.
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Establish and track key recruiting metrics (time-to-fill, cost-per-hire, quality of hire, offer
acceptance rate) and present regular reports to leadership.
Recruitment Operations
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Participate in and oversee full-cycle recruitment for all levels of the organization, including executive and hard-to-fill roles.
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Design and continuously improve recruiting processes, workflows, and candidate experience.
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Manage and optimize the Applicant Tracking System (ATS) and other recruiting technologies.
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Develop and manage relationships with external search firms, staffing agencies, and recruiting
vendors.
Onboarding Programs
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Continuously improve a structured onboarding experience that sets new hires up for success from day one.
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Partner with department leaders and HR to ensure onboarding is consistent, engaging, and aligned with company culture and role-specific expectations.
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Measure onboarding effectiveness through feedback surveys and retention data, and iterate accordingly.
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Ensure compliance with all required onboarding documentation and training. Internship & Early Career Programs
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Build and manage a robust internship and early career program that serves as a pipeline for full- time talent.
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Develop partnerships with universities, colleges, trade schools, and professional organizations to attract emerging talent.
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Create structured learning experiences, mentorship opportunities, and project assignments for interns and early career employees.
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Track program outcomes, conversion rates, and participant feedback to continuously improve the program.
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Skills Gap Analysis
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Conduct regular skills gap analyses across the organization to identify current and future talent needs.
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Partner with department heads to assess team capabilities against business requirements and growth projections.
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Use findings to inform recruiting strategies, internal development initiatives, training investments, and succession planning priorities.
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Present skills gap findings and recommendations to senior leadership on a regular cadence. Succession Planning
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Partner with senior leadership and HR to identify high-potential employees and build succession pipelines for critical roles.
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Facilitate talent review processes and maintain updated succession plans across key departments.
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Develop strategies to accelerate the readiness of internal candidates for future leadership roles.
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Align succession planning efforts with broader workforce planning and organizational goals.
Employer Branding & Sourcing
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Partner with Marketing and HR to build and promote a compelling employer brand across all channels.
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Develop proactive sourcing strategies to build robust talent pipelines for critical and recurring roles.
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Leverage social media, job boards, networking events, universities, and professional associations to attract diverse candidates.
Diversity, Equity & Inclusion
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Champion DEI initiatives within the recruiting process to ensure equitable and inclusive hiring practices.
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Partner with DEI leadership to set and achieve diverse hiring goals. Compliance & Best Practices
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Ensure all recruiting practices comply with federal, state, and local employment laws and regulations.
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Maintain up-to-date knowledge of industry trends, compensation benchmarks, and talent market conditions.
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Other responsibilities as needed
Qualifications Education
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Bachelor's degree in Human Resources, Business Administration, or a related field required.
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Master's degree or HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
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Experience
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10 years of progressive talent acquisition experience, with at least 3 years in a leadership or management role.
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Proven track record of building and scaling recruiting functions in a fast-paced environment.
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Experience recruiting across multiple functions including corporate, technical, and operations
roles.
Skills & Competencies
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Strong leadership, coaching, and team development skills.
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Excellent communication, interpersonal, and stakeholder management abilities.
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Data-driven mindset with experience using recruiting analytics to drive decisions.
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Proficiency with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Lever) and LinkedIn
Recruiter.
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Deep understanding of employment law and hiring compliance.
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Ability to manage multiple priorities in a dynamic, fast-moving environment.
Working Conditions
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On-site / 4 days per week, remote work on Friday, Irvine, CA
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Travel may be required up to 5% of the time.
Salary : $150,000 - $170,000