Senior Director, Americas Head of Talent Acquisition

Description

Senior Director, Americas Head of Talent Acquisition

Summary:

We are seeking an experienced Senior Director of Talent Acquisition to lead recruitment strategies and oversee the talent acquisition team to attract, engage and hire top talent across our global professional services firm. This role will be responsible for developing and executing innovative talent acquisition strategies partnering closely with senior business leaders to achieve talent needs and drive business outcomes. This role is pivotal in helping to shape the workforce and enhance the company's employer brand in the marketplace. The ideal candidate will bring a strategic mindset, deep industry knowledge, action orientation, and proven leadership skills to elevate our talent acquisition function.

Key Responsibilities:

• Strategic Leadership: Innovate and streamline global and regional hiring processes to enhance efficiency and quality of hire. Collaborate closely with business units to refine and evolve function-specific recruitment strategies. Provide consultative support to business leaders on executive hiring decisions.
• Team Management: Provide guidance and support to facilitate the professional growth and performance of the Talent Acquisition (TA) team.
• Market Intelligence: Provide thought leadership on talent market trends, competitive intelligences, and innovative sourcing strategies for designated talent profiles (Managing Director, Experienced consultants, industry hires, and campus recruiting).
• Vendor/Partnership Management: Partner with People Business Partners, Inclusive Diversity, People Experience, Recruiting Operations and external vendors as relevant to align recruitment efforts with broader organizational goals and optimize ROI for recruitment spend. Manage relationships with recruitment vendors and agencies, including contract negotiations and maintenance of service level agreements.
• Data Analytics, Reporting, and Process Optimization: Utilize data analytics to track recruitment metrics, identify trends, and measure the effectiveness of talent acquisition strategies. Prepare updates to executive leadership with insights and recommendations for improvement. Continuously evaluate and enhance recruitment processes to improve efficiency, effectiveness, and candidate experience.
• Compliance and Risk Management: Ensure all recruitment activities comply with global and local regulations and mitigate hiring risks through proper documentation and execution of consistent processes.

1. Strategic Leadership

• Develop and implement comprehensive talent acquisition strategies aligned with business unit goals and firm-wide objectives
• Partner with C-suite and senior business leaders and People Partners to understand long-term talent needs and translate them into actionable recruitment plans
• Provide thought leadership on talent market trends, competitive intelligence, and innovative sourcing strategies for the designated talent profiles

2. Recruitment

• Take ownership of the full slate of talent requirements across all talent profiles: Managing Director, Experienced Consultants and Industry Hires, Campus Recruiting
• Personally lead high-profile, technical or executive-level searches for Experienced Consultants and Industry Hires
• Work with the Managing Director Executive search team to meet Business Unit hiring requirements
• Work with the Campus Recruiting team to meet Business Unit entry level talent requirements
• Develop and maintain a network of talent for critical roles
• Provide consultative support to business leaders on executive hiring decisions
• Collaborate with other Talent Acquisition Partners to handoff and refer candidates between Business Unit talent pools

3. Inclusive Diversity (ID)

• Partner with ID leaders and program managers to align recruitment efforts with firm-wide diversity

• objectives
• Develop and implement strategies to enhance diversity in hiring across all levels
• Ensure inclusive hiring practices are embedded throughout the recruitment process

4. Employer Branding and Talent Marketing

• Collaborate with the People Experience team to develop, refine and execute employer branding strategies for target candidates
• Ensure there is appropriate Business Unit presence at key industry events and recruitment fairs
• Develop targeted campaigns to attract passive candidates in niche skill areas

5. Data Analytics and Reporting

• Meet key performance indicators (KPIs) for talent acquisition
• Leverage data analytics to provide strategic insights and drive decision-making
• Present regular updates to executive leadership on talent acquisition performance and market trends

6. Process Optimization

• Partner with Global TA Operations and Regional TA leaders to continuously evaluate and enhance recruitment processes to improve efficiency, effectiveness, and candidate experience
• Support the development and implementation of best practices across the talent acquisition function

7. Budget and Vendor Management

• Develop and oversee the talent acquisition budget and reconciliation process
• Optimize resource allocation to maximize ROI on recruitment spend
• Partner with Global TA Operations to manage relationships with key recruitment vendors, and agencies
• Ensure vendor service level agreements are met

8. Compliance and Risk Management

• Ensure all recruitment activities comply with local regulations
• Mitigate hiring risks through proper documentation and consistent processes

Qualifications:

• Bachelor's degree required, Master's degree in HR, Business, or related field preferred
• 15+ years of progressive experience in talent acquisition, with at least 5 years in a leadership role
• Proven experience in a global professional services or consulting environment
• Deep understanding of talent acquisition strategies, best practices, and emerging trends
• Strong business acumen with ability to align talent strategies with business objectives
• Excellent leadership skills with experience managing and developing high-performing teams
• Track record of successfully partnering with senior business leaders
• Strong analytical skills with the ability to use data to drive decision-making
• Experience with applicant tracking systems (ATS) and other HR technologies
• Outstanding communication and interpersonal skills
• Global mindset with experience in multi-country recruitment
• Professional certifications (e.g., SHRM-SCP, SPHR) are desirable

Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings' fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined from time to time as well as a 401(k) retirement plan. Provided the eligibility requirements are met, employees will also receive a discretionary contribution to their 401(k) from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M's benefits programs.

The salary range is $180,000 - $220,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.

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