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Job Description
Job Id:
239
# of Openings:
1
The Director of Talent Acquisition is a hands-on recruiting leader responsible for delivering high-volume, multi-site hiring in hospitality and retail environments. This role is designed for a working manager who actively recruits for operational, seasonal, and leadership roles while building scalable recruiting processes that support peak-season staffing demands.
The Director oversees end-to-end recruiting operations—from requisition and intake through hiring—while supervising in-house recruiters, partnering closely with operational leaders, and ensuring the organization is staffed appropriately for fluctuating seasonal needs.
Key Responsibilities
High-Volume & Seasonal Recruiting Execution
- Lead and actively participate in high-volume, full-cycle recruiting for hourly, supervisory, and management roles in hospitality and retail operations.
- Plan and execute seasonal hiring ramps tied to peak operating periods, new site openings, and contract start dates.
- Personally manage recruiting for critical leadership, hard-to-fill, or time-sensitive roles.
- Ensure rapid yet compliant hiring processes that balance speed, quality, and candidate experience.
Recruitment Operations, Policy & Team Leadership
- Develop, implement, and maintain standardized recruiting policies, workflows, and tools designed for high-volume and seasonal hiring.
- Supervise, coach, and support in-house recruiters, while engaging with HR specialists who assist in hiring.
- Establish recruiting service-level expectations, requisition prioritization frameworks, and surge-capacity plans during peak hiring periods.
- Oversee use of third-party recruitment and staffing agencies.
Partnership with Operations & Leadership
- Partner closely with Vice Presidents, Directors, General Managers, and site leaders to forecast staffing needs, align hiring plans with operational timelines, and understand competitive hiring practices
- Translate operational requirements into recruiting strategies that account for local labor markets, seasonality, wage competitiveness, and turnover patterns.
- Serve as a trusted advisor to leaders on hiring tradeoffs, market constraints, and workforce availability.
Talent Pipelines & Workforce Partnerships
- Build and maintain ongoing talent pipelines for frontline, seasonal, and returning associate roles.
- Establish relationships with colleges, universities, trade schools, hospitality programs, workforce agencies, and community organizations.
- Oversee and expand the internship program, seasonal leadership pipelines, and early-career hiring initiatives.
- Develop rehire and return-season strategies to improve retention and reduce time-to-fill.
Systems, Metrics & Process Optimization
- Track and manage all open requisitions across multiple locations; maintain real-time visibility into vacancy status and seasonal hiring progress.
- Monitor and analyze recruiting metrics including time-to-hire, time-to-start, source-of-hire, applicant conversion rates, and seasonal fill rates.
- Use data to identify bottlenecks, improve recruiter productivity, and inform staffing decisions during peak periods.
- Implement, administer, and continuously optimize the applicant tracking system (ATS) for high-volume recruiting workflows, batch hiring, and reporting.
Job Boards, Employer Visibility & Sourcing Channels
- Optimize use of hospitality- and retail-focused job boards and sourcing platforms, including CoolWorks, Indeed, LinkedIn, and similar channels.
- Manage posting strategies, budgets, and performance tracking to ensure maximum applicant flow during peak hiring windows.
- Ensure job postings are clear, compelling, and aligned with employer branding for frontline and seasonal candidates.
Key Requirements
- Demonstrated experience as a working recruiting manager actively filling roles while leading a recruiting team.
- Experience with high-volume recruiting for hourly, frontline, and multi-site operational roles.
- Experience supervising recruiters or coordinating hiring teams across multiple locations.
- Strong working knowledge of applicant tracking systems and high-volume recruiting workflows.
- Familiarity with wage competitiveness, turnover dynamics, and labor availability in hospitality or retail environments.
- Strong operational planning and seasonal workforce management skills
- Data-driven approach to staffing and recruiting decisions
- Ability to operate with urgency in fast-paced environments
- Clear, practical communication with operational leaders
- Hands-on leadership style with a focus on results and accountability
Preferred
- Experience supporting hospitality, retail, food service, recreation, or travel-related operations.
- Experience staffing seasonal operations, new site launches, or contract-driven environments.
- Experience building internship, seasonal leadership, or returning-associate pipelines.
- Knowledge of federal and state employment laws applicable to seasonal employment.
Education and/or Experience
- Education: Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
- Experience: 7–10 years of progressive talent acquisition experience, including high-volume and seasonal recruiting.
Salary: Starting at $105k DOE
Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status and all other status protected by law.
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