Director, Talent Acquisition

Belk; Charlotte (NC); On-site; USD 150,000 - 230,000; Full time

Job summary

Belk is seeking a Director of Talent Acquisition to lead enterprise-wide hiring across stores, distribution, and corporate functions. You will build the team and systems that keep talent flowing during steady-state hiring and seasonal peaks, balancing strategic thinking with hands-on execution.

You will own TA from the ground up, set the vision, lead recruiters, and personally drive recruitment for officer-level roles while collaborating with CHRO and HRBPs to align workforce plans with business

Qualifications

• Experience leading enterprise TA strategy in multi-unit environments.
• Direct experience recruiting for executive/officer-level roles with high discretion.
• Strong command of recruiting metrics, ATS platforms, and data-informed decisions.

Responsibilities

• Design and own the enterprise TA strategy across stores, distribution, and corporate functions.
• Build and lead peak-season hiring strategies to staff stores without compromising candidate experience.
• Own end-to-end recruitment for officer-level and other sensitive executive roles.

Skills

Executive recruitment

Strategy development

Stakeholder management

Data-driven decisions

High-volume hiring

Tools

Workday

Job description

The Director, Talent Acquisition will lead enterprise-wide hiring across our stores, distribution, and corporate functions – and build the team and systems that keep talent flowing during both steady-state hiring and seasonal peaks. This is a high-visibility leadership role for someone who thrives at the intersection of strategic thinking and hands-on execution.

You'll own talent acquisition from the ground up: setting the vision, leading a team of recruiters, and personally driving recruitment for our most senior, officer-level roles.

Strategy & Leadership

• Design and own the enterprise talent acquisition strategy across stores, distribution/supply chain, and corporate functions
• Build and lead peak-season hiring strategies (holiday, etc.), ensuring stores are staffed without sacrificing quality or candidate experience
• Define TA metrics, forecasting models, and hiring targets; report regularly on pipeline health, time-to-fill, vacancy rates, and quality of hire to leadership
• Build scalable sourcing, interviewing, and offer processes that flex between high-volume frontline hiring and more deliberate corporate/management hiring
• Evaluate and manage ATS and high-volume sourcing tools, vendor relationships, and recruiting budget
• Champion a strong candidate experience and employer brand across every touchpoint — from a seasonal sales associate application to an executive search

Team Management

• Hire, manage, coach, and develop a team of recruiters supporting both field/store and corporate hiring
• Set individual and team goals; conduct regular 1:1s, performance reviews, and career development planning
• Establish team workflows and standards of excellence; create a culture of accountability and continuous improvement
• Partner closely with HRBPs, Regional Managers, and corporate leaders to understand hiring needs and workforce plans across the business

Officer-Level & Executive Recruitment

• Personally own and manage end-to-end recruitment for officer-level and other highly sensitive executive roles
• Act as a trusted advisor to the CHRO and HRBPs on senior leadership hiring, market compensation, and candidate assessment

  Officer-Level & Executive Recruitment

  • Act as a trusted advisor to the CHRO and HRBPs on senior leadership hiring, market compensation, and candidate assessment
  • Manage confidentiality, discretion, and white-glove candidate experience throughout executive searches
  • Build and maintain relationships with executive search firms and passive senior-level talent networks across retail, merchandising, and operations

  Knowledge, Skills, & Abilities

  • Experience leading enterprise TA strategy in a multi-unit or retail environment, including high-volume/seasonal hiring at scale
  • Direct experience recruiting for executive or officer-level roles (VP+) with high discretion and stakeholder management
  • Strong command of recruiting metrics, ATS platforms, and data-informed decision‑making
  • Excellent executive presence; comfortable advising senior leaders and HRBPs
  • Experience hiring for store leadership (Store Manager, District/Regional Manager) in addition to corporate roles
  • Familiarity with Workday and high‑volume hiring platforms