Sr Director, Talent Acquisition
Charlotte , North Carolina
November 21, 2017
Job Description



Since 1918, it has been TIAA’s mission to serve, our ability to perform and the values we embrace that make us a different kind of financial services organization. We’re dedicated to serving the financial needs of those in the academic, medical, cultural, governmental and research fields, and committed to helping make lifetime financial well-being possible for them.


By building a culture that allows all employees to contribute their unique talents and skills, we’re able to provide our customers with fresh ideas and distinct perspectives to help them achieve their goals.  We believe a diverse and inclusive workforce is one of our greatest strengths and a key measure of our success*.


For more information about TIAA, visit our website.




This senior leadership role will report to the VP, Head of Talent Acquisition and will work with all HR Partners (HR Business Partners and Center of Excellence Partners) and business leaders, to prioritize, develop, and execute on the strategic direction and staffing expertise to enable our in house recruiting team to successfully meet the talent demands of the organization. This role will further provide strategic and tactical leadership with respect to the broadening scope of Talent Acquisition’s overall strategies, in partnership with TIAA’s companywide strategies. 
This individual will play a significant leadership role in the company’s financial results by driving the strategy and execution of revenue generating and client facing roles. He/she will develop, analyze and report on trends and metrics to influence the future direction of recruitment efforts across the businesses. This will be accomplished by evolving a best in class recruiting function based on the future needs of the business, developing our employment brand, and innovating the way TIAA attracts and hires talent.




  • Lead a cross geography team of Talent Acquisition Recruiting Managers and recruiters; provide leadership, regular performance feedback and coaching, identify development opportunities to stretch team members to increase their skills and grow professionally.
  • Ensure the Talent Acquisition Team develops proactive sourcing strategies for their organizations, embrace social networking, leverage tools and technology, provide a consultative advisory service for the business and assess candidate competence through deep interviews.
  • Partner with HR Business Partners, Leaders and partners to proactively manage recruitment challenges and identify strategies to meet needs ahead of time. Lead end-to-end recruitment activity for specific business area.
  • Provide recruitment budget, sourcing forecasting and P&L guidance to the organization.
  • Ensure the Talent Acquisition strategy is integrated into holistic HR and talent practices; enable alignment and integration wherever possible.
  • Lead cross-functional and cross-geography projects; participate in team meetings. Develop team project capability and ensure project deliverables are scalable and aligned to Corporate Objectives.
  • Keep a pulse on the market, evolution of trends and best practices. Build and develop business cases for change as needed. Develop Talent Acquisition expertise and knowledge within your team, the business and HR.
  • Work closely with compensation and benefits members to ensure market competitive position for the local geography is in alignment with the organization’s compensation philosophy.
  • Ensure legal compliance for all recruiting initiatives and related programs.
  • Partner with Strategic Sourcing to negotiate vendor agreements and manage ongoing vendor relationships.
  • Reduce reliance on recruitment agencies and demonstrate cost savings through executive summaries. Build global toolkits and drive a global PSL.
  • Champion and implement Referral Programs and build a mentality of connectivity and passion for working with the best across all employees.
  • Develop proactive organization-wide talent practices with the business to leverage social networking and innovative connections. Introduce creative networking beyond LinkedIn.
  • Instill knowledge and understanding within business leaders of high predictors of behavior and ensure objective, diverse, justifiable and forward thinking decisions are made regarding talent selection. Build business champions and strategic partners in your relationships.
  • Assess current and future skill requirements of the organization and develop appropriate plans. Work with HR Business Partners, Talent Management and Senior Leadership to develop overall staffing plans and skill inventory to support the business strategy.
  • In partnership with HR Leadership, devise diverse recruitment strategies to support Succession Planning to ensure we build critical capability from the external market where internal gaps are identified.
  • Establish and embed within the organization an employment brand that resonates from all our external branding, advertising and technology platforms, through the candidate experience.
  • Design and implement candidate materials and proactive recruiting programs and processes that attract, select, and retain a qualified, diverse workforce.
  • Define and implement SLA’s, structures, processes and technologies that will drive the overall improvement of Talent Acquisition processes, quality of hiring, time-to-fill and enhanced KPI’s for internal and external talent
  • Centralize knowledge, processes and tools where possible. Reduce duplication with a focus on optimization and quality. Establish, regularly monitor and report HR metrics, data, processes, systems and tools to evaluate the impact of recruiting, diversity and retention efforts globally. 
  • Ensure the applicant tracking system is leveraged to its full capability and enforce consistent usages regardless of end user (i.e. HR Business Partner, recruiter, external agency).
  • Integral in building the Talent Acquisition team’s value proposition, directing the internal stakeholder experience, along with the external talent experience.



Required Skills/Experience
  • 12+ years of progressive/diverse experience in talent acquisition and/or human resources
  • 7+ years of  direct people management experience
  • 5+ years leading projects of various sizes
Desired Skills:
  • Financial services or insurance industry experience is highly desired
  • Bachelor's degree
  • Experience in organizational change management practices, along with relevant experience in recruiting management, process development, and program/project management
  • Demonstrated experience with executive level  leadership
  • Strong ability to collaborate across boundaries, influence to resolve issues through appropriate programmatic solutions
  • Strategic thinker with ability to understand downstream impacts of current decisions
  • Strong relationship management skills; ability to deliver difficult messages and resolve conflicts without damaging relationships
  • Demonstrated ability to communicate new concepts clearly and crisply at all levels of the organization, including clients, external vendors and candidates
  • Strong interpersonal skills and influencer with a high aptitude for customer service
  • Sound decision-making skills and a hands-on work style
  • Experience and comfort defining clear solutions in unclear or new situations
  • Demonstrated organizational and budgetary skills
  • Demonstrated ability to think through tough strategic issues, prioritize among competing objectives and manage outcomes
  • Strong business acumen
  • Comfort and agility with working across time-zones to vary schedule and workload as needed
  • Demonstrated ability to operate independently with discretion using sound judgment with limited functional guidance and oversight
  • Proven ability to work in a matrixed environment
  • Strong user of Microsoft office product experience, PowerPoint, Access, Word
  • Strong comfort with leading WebEx, Teleconferences, Videoconferences and developing creative ways to connect with a remote team.
  • Must be able to travel as needed
  • Proven experience building collaborative, senior and cross-functional relationships and teams; building deep credibility and facilitation of strategic decision making



Equal Employment Opportunity is not just the law, it’s our commitment. Read more about the Equal Employment Opportunity Law.

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This organization is an equal employment opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, this organization expressly prohibits discrimination, harassment, and retaliation on the basis of race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy (including childbirth, breastfeeding or related medical conditions where applicable), sexual orientation, gender, gender identity, gender expression, transgender, marital status, national origin, ancestry, physical or mental disability, requesting a reasonable accommodation based on mental or physical disability, medical condition (as defined by applicable law), genetic history and information, citizenship status, military or veteran status, or any other status protected by federal, state, or local law or ordinance or regulation (collectively referred to here as “protected characteristics”).

*©2016 Teachers Insurance and Annuity Association of America (TIAA), 730 Third Avenue, New York, NY 10017


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