Executive Director – Talent Acquisition

Executive Director – Talent Acquisition

Requirements

• Bachelor’s Degree OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.
• 10 years of progressive related experience developing and executing operational strategies including the full life cycle talent acquisition process (i.e., hiring plans and forecasting, recruiting, on-boarding, compensation, performance measurement, development, etc.).
• 4 years of people leadership experience in building, managing and/or developing high-performing teams.
• Demonstrated ability to be an influential subject matter expert in executive recruitment working with all organizational levels to influence talent attraction and acquisition outcomes, assess enterprise-wide needs and appropriately execute TA strategies to achieve business objectives.
• Prior experience establishing talent market strategy for organizational trends, competitive intelligence, and benchmark industry practices.

Responsibilities

• Establish yourself and the team as executive recruitment domain experts and trusted partners driving relationships between broader HR and Executive Committee to define and develop a comprehensive executive TA vision and strategy.
• Develop and implement best practice focused executive talent attraction strategies designed to deliver and meet organizational business objectives related to talent needs and diversity, inclusion and belonging priorities.
• Champion continuous process improvement, lean methodologies, and the identification and implementation of standard practices to improve the recruiting process and overall candidate experience.
• Lead partnership internally with TA leaders to advance and optimize processes and daily operations to include utilization of resources, tools, and technology in alignment with service delivery metrics, methodologies, and procedures to achieve short- and long-term talent strategies.
• Oversee the end-to-end recruitment process, from identifying business needs, to attraction, acquisition and anticipating onboarding, development and career pathing, ensuring a seamless and positive candidate experience.
• Further develop, leverage and optimize USAA’s employer brand to attract top talent in the competitive marketplace taking regional differences into account.
• Ensure risks associated with business activities are effectively identified, measured, assessed, and controlled in accordance with risk and compliance policies and procedures.
• Establish and monitor key performance indicators (KPIs) to measure the effectiveness of talent acquisition efforts.
• Regularly report on recruitment metrics and provide insights to leadership for continuous improvement.
• Build and lead an impactful, strategically aligned and business-focused team through effective talent selection, coaching, performance management, and team development encouraging a diverse and inclusive workplace culture in both people and thought leadership.
• Ensure execution of sourcing and talent market research-based talent attraction strategies, and designed to create a viable, sustainable pipeline of top executive talent representative of our diverse member community.
• Build capability and expertise within the team to upskill and enhance the overall organizational effectiveness and quality of hiring outcomes.
• Lead all aspects of performance metrics and results to the efficiency of recruiting solutions to guide shared understanding and continuous improvement around talent pipelines, funnel, and key performance indicators.
• Drive accountability in the adoption and utilization of TA technologies.
• Work within HR and with business and functional leaders to consolidate and synthesize enterprise-wide TA strategies and plans to optimize time, budget and resources needed to support meeting business talent objectives.
• Contribute critical insights and perspective into strategies and plans of Total Rewards, Diversity and Inclusion, Learning and Organizational Development and Marketing, including identification of key competitive advantages and gaps, to help ensure USAA elevates to the forefront of being positioned as an employer of choice.
• Establish strategic partnerships with outside vendors and consultants to incorporate and ensure adherence to industry standard methodologies, trends, processes, and products and services into current staffing program strategies.
• Collaborate with HR team to ensure consistency and compliance within TA processes.

Preferred Qualifications

• Strategic; able to grasp issues quickly and guide strategy for a diverse set of partners while problem-solving and balancing priorities across all constituencies; able to develop and execute complex strategies; skilled at influencing and navigating a complex organization, turning ambiguity into clarity.
• Results-Driven; resourceful with a strong service and execution orientation; committed fully to the job and dedicated to developing and delivering outstanding work; able to develop the processes necessary to achieve goals; knows what to measure and how to measure with a demonstrated ability to interpret data into actionable items; focused on continuous improvement and striving for excellence.
• Collaboration; proven track record of achieving alignment with internal and external stakeholders; able to effectively partner in and across multiple functions; skilled in establishing a collaborative and respectful environment; able to take multiple perspectives into account.
• Influence; exercises sound business judgment that has broad organizational impact; demonstrated ability to lead a matrixed team through influencing strategy, initiatives, implementation, and decision-making; proactively inspires and motivates others to achieve objectives; possesses proven negotiation skills that effectively drive discussions and decisions to desired end-results.
• Interpersonal; personable with the ability to quickly build confidence; capable of building relationships and be seen as someone who is sought out for opinions and can forge close relationships across all levels of an organization.
• Proactive nature; demonstrated ability to work effectively with a sense of urgency, professionalism, high integrity, reasoned and thoughtful judgment; a willingness to bring issues to light in an appropriate manner.