Associate Director of Talent Acquisition

POSITION: Associate Director of Talent Acquisition DIVISION/DEPT: Human Resources REPORTS TO: Chief People Officer LOCATION: Washington DC FLSA STATUS: Exempt - Full‑Time POSITION SUMMARY: The Associate Director of Talent Acquisition provides strategic and operational leadership for Project HOPE’s global recruitment function. This role is responsible for designing, implementing, and continuously improving a scalable, equitable, and mission-aligned talent acquisition strategy that supports organizational growth, emergency response readiness, and long-term workforce planning. The Associate Director partners closely with senior leadership, hiring managers, HR colleagues, and external partners to deliver high-quality recruitment outcomes across U.S. and international roles, while ensuring compliance, process consistency, and an excellent candidate experience. CORE RESPONSIBILITIES Talent Acquisition Strategy Leadership Develop and lead a comprehensive talent acquisition strategy aligned with Project HOPE’s organizational priorities, workforce plans, and global operating model Serve as a strategic advisor to hiring managers on recruitment priorities, labor market trends, and talent risks Drive and continuously refine recruitment frameworks, processes, and tools to enhance efficiency, scalability, and candidate experience across global operations Operational Oversight Direct and oversee end-to-end recruitment processes for exempt, non-exempt, leadership, and hard-to-fill roles across domestic and international operations in partnership with the Regional HR Officers and Associate Director International HR Ensure consistent application of recruiting procedures, service-level agreements, and hiring governance globally Monitor recruitment metrics (e.g., time-to-fill, quality of hire, candidate experience) and use data to drive continuous improvement Team Management Capability Building Lead, coach, and develop a high-performing talent acquisition team, including internal recruiters and temporary or external recruiting partners Establish clear roles, expectations, and performance standards for the recruitment function Build workforce capacity to respond quickly to surge and emergency hiring needs Stakeholder Partnership Partner closely with hiring managers to clarify role requirements, interview design, selection criteria, and hiring timelines Collaborate with CPO to ensure alignment on job leveling, salary ranges, and employment compliance Manage relationships with external recruiting firms, search partners, and contingency staffing providers Compliance Risk Management Ensure recruitment processes comply with applicable employment laws, donor requirements, internal policies, and audit standards Oversee documentation, recordkeeping, and system integrity related to recruitment activities Partner with Legal and HR leadership on sensitive, complex, or high-risk hiring matters Systems Process Improvement Oversee the effective use and continuous improvement of applicant tracking systems and recruitment tools Identify and implement process enhancements to improve efficiency, transparency, and candidate experience Contribute to broader HR transformation initiatives as needed MINIMUM QUALIFICATIONS Bachelor’s degree in Human Resources, Business Administration, or a related field Minimum of 8–10 years of progressive talent acquisition experience, including management responsibility Demonstrated experience recruiting for complex, mission-driven, or global organizations Strong knowledge of U.S. employment practices and exposure to international recruitment environments Proven ability to partner across the organization and influence hiring decisions Experience in nonprofit, humanitarian, global health, or international development organizations Experience leading recruitment in growth or change environments Knowledgeable in working with applicant tracking systems and recruiting analytics Strategic thinking and sound judgment Strong leadership and people management skills High attention to detail and operational excellence Ability to balance urgency with compliance and quality Excellent communication and stakeholder management skills PHYSICAL DEMANDS AND WORK ENVIRONMENT The physical demands and work environment described below are representative of those required to perform the essential functions of this role. Reasonable accommodation may be made for individuals with disabilities. Physical demands: Ability to work in a typical office environment and operate standard office equipment. Ability to communicate in verbal and written form. Ability to travel or work in countries where working conditions are classified as “hardship.” as needed Work environment: Typical office or hybrid work environment with minimal noise exposure. Travel for extended periods by air and other modes of transportation. Project HOPE employees work in the global health field and may be required to travel or work in countries where working conditions are classified as “hardship”. While international travel is not a regular part of every job, programmatic needs may require it intermittently. Notice to applicants: Project HOPE does not conduct direct solicitation/recruitment via email. Project HOPE never asks job applicants for payment or financial information at any stage of the recruitment process. Project HOPE will never send you a third-party check and ask you to cash it. If you have been recruited via email, please contact [email protected] Due to the substantial number of inquiries, we receive, only candidates who have met the required experience qualifications for this position will be considered. No phone calls please. However, since we are active around the world in the field of public health, we may wish to retain your CV in our database for other/future opportunities, unless you direct us otherwise. Thank you very much for your interest in Project HOPE and this exciting project opportunity.