Title: Director/VP of Talent Acquisition
Location: Los Angeles, CA 90067
ID: 1559461
Lucas Group has partnered with a national professional services organization on their search for a Leader, of Talent Acquisition and Staffing. This person will develop the Talent Acquisition strategy for, and design, create, and direct all hiring programs, processes and initiatives to seek new talent for the organization. The Leader will also be responsible for improving efficiency and effectiveness of the hiring process, including the candidate and hiring manager experience, end to end from sourcing to initial on boarding, managing staffing-related systems, reporting and quality. He or she will serve not only as a valuable personal brand ambassador but also as key architect of the Company’s employment brand and presence, overseeing the corporate recruitment site and partnering with Marketing on digital and social media efforts. The Leader will also be responsible for contract and contingent workforce needs, overseeing total recruitment spend, 3rd party supplier contracts, and overall recruitment compliance with applicable laws. He or she will manage both full time and contract recruiting staff. This is a unique opportunity for a talented, creative player to build out a best-in-class function over time.
This position is a critical role within the Human Resources organization. The company is rapidly changing, complex, and fast-paced environment. The successful individual will serve not only as a functional expert but also as a key leader within the overall HR Leadership Team of the company, and will have a direct impact on and accountability for the company's ability to identify, attract and secure the high performing, diverse workforce required to execute the overall business strategy. This position requires the ability to address a wide array of discrete challenges, from executing on multiple, simultaneous and different internal hiring project requirements, to providing leadership and guidance across all steps of the hiring process to both candidates and hiring managers, to developing and maintaining a strategic pipeline of vetted candidates and sourcing relationships, to managing systems, processes and reporting, to communicating effectively with all levels of management, external partners, and potential hiring prospects and new hires.
Essential Duties and Responsibilities:
In addition to serving as lead Recruiter on the most senior level or complex staffing projects or individual searches, the TA Leader role includes the following:
- Drive and direct all talent acquisition efforts and processes for the Company
- Implement strategic hiring procedures and improve upon talent acquisition process and performance measures and KPI’s
- Direct and oversee the hiring of talent at all levels including senior level Officers
- Create and implement effective interviewing procedures and techniques
- Coordinate with Business Unit Leadership, HRBP’s, Compensation and Finance to build annual headcount projections and salary budget, as well as forecast and define future hiring needs
- Develop and manage to overall Recruiting budget
- Manage headcount reporting, labor tracking in accordance with budget
- Coordinate and oversee contingent staffing (temporary and contract labor)
- Screen, select, manage a portfolio of expert 3rd party TA solutions vendor-partners
- Define and execute / oversee sourcing strategies and programs to attract, develop and leverage key talent pools, including external retained and contingent search, direct sourcing, postings, social media programs, referral programs, campus and association relations, internal candidates, etc.
- Understand and leverage market data and compensation information / trends, to guide realistic compensation decisions and expectations
- Select and manage recruitment databases and job posting services and related costs and contracts
- Document and present detailed progress reports of talent acquisition, pipeline building and visibility campaigns
- Update current and design new selection procedures (e.g. end-to-end candidate and hiring manager experiences through on boarding)
- Supervise and develop the recruiting team and report on its performance
- Oversee the Company’s ATS and recruiting applications environment, ensure continuous improvement and enhancement
- Partner with, advise and educate hiring managers on all aspects of Talent Acquisition, from sourcing strategies, to designing the interview process, questions and techniques to defining candidate profiles to navigating salary negotiations, and the like
- Ensure seamless, positive candidate experiences from first contact through initial on boarding into new role and department
- Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations; ensure Company compliance in all aspects of recruiting and hiring
- Serve as key custodian of and recommend ways to build and improve employer brand
- Build the company’s professional network through relationships with HR professionals, colleges and other partners
- Requirements:
- Bachelor’s Degree, preferably in Human Resources, Psychology, or related field
- Proven successful prior track record as builder and leader of a full Corporate Talent Acquisition function for a growth company
- Financial services experience strongly preferred
- 10 to 15 years directly related experience, with a minimum of 5 years in management / leadership roles
- Robust prior background with, expertise in, and experience showcasing most if not all of the following:
- Campus recruiting / university relations
- Building a diverse pipeline and acquiring diverse talent
- Specialized talent: e.g., IT; financial services/ wealth management
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- Applicant Tracking Systems and HR databases
- Agency and / or retained search
- Sourcing
- Social recruiting strategies
- Pre-employment testing
- Thorough knowledge of labor legislation, and in particular all federal, state and local regulations pertaining to pre-employment and hiring
- Technical proficiency with full suite of office applications, databases, and the ability to direct and perform various analyses
- Experience designing or optimizing the recruitment process life cycle
- Proven competence in developing, managing to, reporting on, and operating with a suite of benchmark able talent acquisition and staffing performance metrics and KPI’s
Competencies:
- Excellent oral and written communication skills
- Confidentiality and discretion
- Highly effective Influence and persuasion skills
- Excellent organizational and time management skills
- Strong judgment and decision-making
- Managerial and leadership experience with strong “mentor-coach” orientation
- Exceptional work ethic
- Consistently meets deadlines
- Thrives under pressure
- Strong change management skills
- Exceptional service orientation
- Well-developed quantitative, analytical, and problem solving skills
- Attention to detail
- Commitment to quality and continuous improvement practices
- Flexible approach and solutions orientation to business requirements
- Develops practical, pragmatic strategies and programs
- Comfort with ambiguity
