Director of Talent Acquisition

Required Qualifications Bachelor's degree and 12 years of professional experience in Human Resources or a related field, including five years of management/supervision experience. Demonstrated success providing strategic leadership across multiple units, divisions, or colleges with competing priorities and independent hiring authority. Demonstrated success managing a recruitment portfolio that includes both high-volume staff positions and specialized, senior-level, or technical searches. Proven track record of building and mentoring recruiting teams capable of advising mid- and high-level leaders on best practices. Record of working collaboratively with colleagues at all levels in a large, complex organization to manage processes and advance initiatives. Exceptional interpersonal, oral, and written communication skills and the ability to communicate effectively with multiple and diverse constituencies. Strong analytical, prioritizing, interpersonal, problem solving, presentation, and planning skills. Preferred Qualifications: Master’s Degree in Human Resources or Business preferred Experience in higher education or a large, complex public-sector environment is strongly preferred. Experience serving as a member of a leadership team with responsibility for contributing to institutional-level strategy and initiatives that extend beyond the Talent Acquisition function About the Job: The Director of Talent Acquisition leads the development and implementation of strategic recruitment plans to attract top-tier talent across academic and administrative units. Collaborates with leaders, department heads, and hiring managers to understand their staffing needs and ensure a diverse and inclusive hiring process. Oversees the entire recruitment lifecycle, from job posting to onboarding, ensuring a seamless candidate experience. Analyzes recruitment metrics and trends to continuously improve the effectiveness and efficiency of the talent acquisition process. This position reports to the Vice President of Human Resources. Location and Work environment: This is a hybrid position, requiring a minimum of 3 days on campus each week. Primary Responsibilities Strategic Planning and Management: 45% Develop and implement comprehensive talent acquisition strategies to meet the university’s system-wide talent needs. Ensure these strategies align with the university’s long-term goals and values and support college, campus, and unit needs. Develop process improvements and program initiatives that Integrate and align TA strategies with talent development and talent management strategies to support and enhance internal mobility and workforce optimization. Collaborate with and provide consultation to Senior Leaders, HR Leads, and other stakeholders to understand their talent needs and provide tailored solutions. Foster strong relationships across the university system to ensure a cohesive approach to talent acquisition. Accountable for implementation and management of talent acquisition compliance initiatives and strategies (e.g., University policies, local, state, and federal laws and regulations). Address and inform the Office of Federal Contract Compliance Programs (OFCCP) audit, ensuring compliance. Monitor, assess, and mitigate risk. Recruitment Process Management: 20% Design and manage a recruitment process that enhances the candidate experience and meets the university’s hiring standards. Lead all aspects of talent acquisition for all employee groups. Promote and implement diversity and inclusion strategies within the recruitment process. Ensure that hiring practices are equitable and that the university attracts a diverse pool of candidates. Oversee the entire recruitment lifecycle, from job postings to candidate onboarding. Partner with internal marketing and communications team to ensure ongoing employment brand awareness and visibility Leadership and Team Management: 20% Lead and mentor a team of TA professionals and TA managers, fostering a collaborative and high-performing environment. Provide direction, support, and feedback to ensure the team’s success. Provide leadership and guidance on the talent function to key stakeholders acrossthe University, including HR Leads, TACOP, and Talent Teams. Data Analysis and Reporting: 5% Establish and analyze recruitment metrics and trends to identify areas for improvement. Provide regular reports and actionable insights to senior leadership to inform decision-making and enhance the effectiveness of talent acquisition efforts. The Office of Human Resources (OHR) at the University of Minnesota partn