The Director of Talent Acquisition is responsible for designing and executing a company-wide talent acquisition strategy that aligns to support and enable the organization’s business strategy. The leader in this role serves as a key strategic business partner as it relates to attracting and selecting high quality talent for the business and must develop stellar relationships with field and corporate business leaders to understand both current and proactive staffing needs and priorities. This leader must create and deploy talent acquisitions strategies aimed at raising the quality and quantity of candidates throughout Aaron’s that will positively impact the recruitment and retention of Aaron’s team members. The Director of Talent Acquisition is responsible for leading and managing all sourcing, recruitment, and selection efforts through the company’s internal resources, third party vendors, and other external resources, measuring the success and effectiveness of talent acquisition through human capital data and analytics.
•Develops and executes on a multi-year talent acquisition strategy that enables the business, measuring results through both the recruitment and retention of Aaron’s team members.
•Serves as a strategic partner to business leaders and delivers on internal customer needs with a sense of urgency to ensure staffing needs are met with high quality talent within timelines needed by the business.
•Leads, develops, and coaches the Talent Acquisition team and focuses on building high functioning and well-respected teams that efficiently deliver creative and successful talent acquisitions solutions to varied business lines.
•Serves as the point of contact and voice of the Talent Acquisition team; coordinates team involvement on cross-functional projects, specifically those supporting Aaron’s store and corporate staffing.
•Creates and distributes a measurement methodology to determine the effectiveness of the Talent Acquisition team and tactics through key performance metrics including but not limited to needs per store, time to fill, quality of hire, retention of new hires, and return on investment with recruitment marketing spend and community partnerships.
oDemonstrates an affinity for human capital data with the ability to mine for rich insights that will support talent attraction and selection.
•Drives process improvement strategies that increase talent acquisition efficiencies to drive high caliber talent into the Aaron’s recruitment funnel.
•Establishes talent acquisition best practices and processes and implements simplified and scalable techniques with hiring managers.
•Engages staffing agencies and search firms, including negotiating and management of all contracts and fees, ensuring selected agencies effectively represent Aaron’s and deliver on Aaron’s needs through cost effective means.
•Leads the planning, budgeting, and resourcing for talent acquisition, ensuring alignment with broader business priorities, and remains accountable for budget spend.
•Actively engages in external networking and relationships to remain ahead of talent acquisition industry trends, leveraging that knowledge to strengthen Aaron’s competitive advantage for both attracting and selecting high quality talent.
•Stays abreast of labor legislation and staffing industry trends, leveraging that knowledge to incorporate those ideas or variations of those ideas into meaningful strategies and practices for Aaron’s.
Education and Experience:
•Bachelor’s degree in Human Resources, Business Administration, or a related field or equivalent experience; Human Resource certification(s) preferred
•8 years or more working in or leading recruitment and talent acquisition with a preference towards candidates with multi-unit or high-volume recruitment experience
•5 years or more of managerial or leadership experience, including strong leadership presence and people management; leading both remote and in-person teams is a plus
•Experience with a large retail, multi-unit, or financial services company preferred
•Proven ability to work in a fast-paced environment where one must recognize, react to, and deliver on changing business needs with a positive attitude
•Outstanding verbal, written, and technical communication skills across all levels of the organization
•Demonstrated experience building or significantly upgrading talent acquisition capabilities, leveraging both internal resources and external resources where the return on external spend can be quantified and effectively measured
•Strategic thinker and detail-oriented executer capable of envisioning and creating the future for talent acquisition and identifying the strengths and weaknesses of alternate solutions/approaches; track record of delivering measurable results for talent acquisition
•Advanced collaboration skills with superior ability to effectively develop relationships, build rapport, and influence senior stakeholders
•Ability to problem solve by collecting data, establishing facts, and drawing valid insights and conclusions to drive action and change
•Excellent facilitation, public speaking, and communication skills
•Proficient with Microsoft Office Suite
•Travel up to 50%