Director of Talent Acquisition

Position Summary

The Director of Talent Acquisition plays a pivotal role in shaping the companys workforce, ensuring that the organization attracts and retains top talent. This role involves developing and implementing recruitment strategies that uphold high standards of service and operational excellence. The director cultivates a workforce that aligns with long-term business objectives and fosters a competitive edge.

Duties and Responsibilities 

Strategic Planning and Leadership

• Develop and implement strategies aligned with long-term strategic goals and workforce needs, emphasizing high-quality candidate attraction and advanced recruitment technologies.
• Collaborate with senior management on workforce planning, analyzing external market conditions and internal business goals to ensure talent alignment and proactive hiring plans.
• Monitor business growth, market trends, and industry developments to forecast future hiring needs. Develop hiring plans to maintain a robust talent pipeline, identify key roles, address potential skill gaps, and support talent development efforts for an internal labor market.

Recruitment Process

• Oversee the recruitment department’s operations, managing the entire end-to-end process from open order intake and job postings to candidate sourcing, interviewing, and hiring.
• Implement and optimize applicant tracking systems (ATS) and other recruitment technologies to streamline processes and enhance efficiency.
• Ensure all recruitment practices comply with relevant local, state, and federal laws and regulations and aviation industry standards. Continuously monitoring legal updates and regulatory changes.
• Develop and employ innovative sourcing methods to attract a diverse, high-caliber candidate pool that aligns with the company’s values. Leverage social media, networking events, employee referrals, and partnerships to expand reach.
• Ensure a seamless and positive candidate experience throughout the recruitment process, from initial contact to onboarding. Foster clear communication, provide timely feedback, and create an engaging candidate journey to strengthen the company’s employer brand and improve retention rates.

Data Analysis and Reporting

• Utilize data analytics to improve the efficiency and effectiveness of each step in the recruitment and hiring process. Use these insights to track important metrics including time-to-hire, cost-per-hire, and acceptance rate, among others.
• Provide senior leadership with regular access to comprehensive, data-driven reports and actionable insights on recruitment metrics, market trends, and outcomes.
• Analyze metrics to support strategic decision-making, ensuring that leadership can make informed choices that align with the companys strategic goals and enhance overall recruitment effectiveness.

Talent Sourcing and Acquisition

• Develop and maintain a pipeline of qualified candidates through diverse sourcing methods ensuring a steady flow of talent for various roles, staying ahead of staffing needs, and reducing the time and cost associated with filling positions.
• Build and sustain a robust pipeline of potential candidates for critical and hard-to-fill roles, enabling the organization to promptly address vacancies and maintain workforce stability.
• Oversee and regularly update the employee referral program, ensuring it remains effective and appealing. Encourage current employees to participate by offering attractive incentives.
• Conduct regular and comprehensive training sessions to all involved in the recruitment process, covering both best practices and legal standards. Encourage ongoing professional development opportunities related to recruitment and talent assessment.
• Support Development Department in identifying and nurturing internal candidates for future leadership and key roles, ensuring organizational continuity and stability through effective succession planning.
• Collaborate with Development and Employee Engagement Departments and unit leaders to support talent development and retention initiatives.

Employer Branding and Market Response

• Develop and implement initiatives aimed at creating, socializing, and solidifying a compelling employee value proposition (EVP) that resonates with current and potential employees and aligns with the organization’s overall brand identity and strategic goals.
• Enhance the organization’s employer brand by showcasing its culture, values, mission, and vision by collaborating with the Marketing Department to create compelling content for social media, career pages, and marketing materials.
• Strengthen applicant pools by actively participating in a diverse array of promotional activities, aimed at directly engaging with potential candidates and promoting the organization’s career opportunities.
• Continuously evaluate the effectiveness of promotional efforts through metrics such as applicant conversion rates, candidate feedback, and employee referrals. Refine strategies accordingly.
• Gather and analyze competitive intelligence such as hiring strategies, and compensation packages to benchmark the organization’s recruitment practices.
• Stay abreast of industry and labor trends, continuously adapting recruitment strategies to respond to changes in the market.

Team Management and Development

• Manage and mentor assigned team, fostering a collaborative and high-performing environment and a culture of continuous improvement.
• Provide ongoing learning opportunities for recruitment team on the latest recruitment technologies, industry trends, and best practices. Encourage team members to pursue professional certifications and attend relevant conferences.

The position may require the supervision of various employees including individual contributors, managers, and project/program administrators.

Essential Job Functions

• Ability to operate designated technology devices and programs.
• Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, landside facilities, and terminal buildings.
• Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
• If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
• Ability to work extended hours and in a flex schedule to meet the demands of the position.
• Able to comply with any and all safety requirements necessary to perform the job safely.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.

Travel Expectations

Travel expectations range between 10 and 25. Travel may occur seven days per week with possible prolonged overnight stays in national and international locations. A current passport and other possible travel documentation may be required.

Required Education and Experience

• Bachelor’s degree in business administration, human resources, or a related field. Masters in Business Administration or equivalent is preferred. Additional experience is accepted in leu of education.
• 10+ years-experience in talent acquisition or assessment.
• Experience in the business aviation sector desired or in a similar highly regulated industry operating in a highly competitive labor market.
• 5+ years-experience in leadership positions.
• Experience managing and developing talent acquisition systems, processes, and teams.

• Excellent writing, communication, and presentation skills.
• Proficiency in full Microsoft Office suite. (Outlook, Word, Excel, Teams, and PowerPoint)

Equal Opportunity Employer

Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.