Director, Talent Operations

•Develop and execute enterprise recruitment strategies aligned with business plans, workforce forecasts, organizational priorities, and approved staffing budgets. •Serve as a trusted advisor to senior leaders and hiring managers by providing talent-market intelligence, workforce insights, recruiting recommendations, and guidance on selection decisions. •Lead, coach, and develop recruiters and recruiting support staff; establish goals, service expectations, workload assignments, performance measures, and development plans. •Oversee full-cycle recruiting operations, including intake and requisition planning, sourcing, screening, assessment, interviewing, candidate disposition, offer development, pre-employment activities, and handoff to onboarding. •Personally lead or support complex, confidential, high-volume, hard-to-fill, and leadership searches as business needs require. •Build proactive and skills-based talent pipelines through direct sourcing, referrals, professional networks, community partnerships, events, social media, and other appropriate channels. •Establish consistent interviewing and selection practices; coach hiring teams on job-related evaluation criteria, structured interviews, timely feedback, and sound hiring decisions. •Ensure an inclusive, respectful, responsive, and transparent experience for candidates and hiring managers throughout the recruitment process. •Own the accuracy, integrity, and effective use of the applicant tracking system and related recruiting technologies; establish controls for requisition, applicant, interview, offer, and disposition data. •Define, monitor, and report recruiting metrics and service levels, including workload, pipeline health, time to fill, aging, source effectiveness, offer acceptance, quality indicators, and agency spend; identify trends and implement corrective actions. •Standardize and continuously improve recruiting workflows, tools, templates, and governance to increase scalability, predictability, quality, and efficiency. •Partner with Compensation, Human Resources, Legal, Vendor Management, Compliance, onboarding, and other business leaders to align job requirements, pay considerations, approvals, pre-employment requirements, and start-date readiness. •Maintain recruitment practices and records consistent with applicable federal, state, and local requirements and company policy; support audits, reporting, investigations, and remediation as requested. •Manage relationships with staffing agencies, search firms, job boards, and recruitment technology vendors; monitor performance, negotiate terms within delegated authority, and control spend. •Lead the governance and administration of 1099 and SOW worker engagements, partnering with business leaders, and Legal to ensure compliant worker utilization, efficient processes, and effective risk management throughout the worker lifecycle. •Partner with internal communications and other stakeholders on employer-brand and recruitment-marketing initiatives that accurately represent the organization and strengthen talent attraction. •Prepare recurring updates and executive-ready analyses regarding recruiting performance, capacity, risks, market conditions, and recommended actions. •Maintain confidentiality and exercise sound judgment when handling candidate, employee, compensation, and business information. •Perform other duties and lead special projects as assigned.