Talent Acquisition Director

The Imagine Group, An Imagine Company; Tempe (AZ); On-site; USD 150,000 - 230,000; Full time

Job summary

The Imagine Group, An Imagine Company, is seeking a Talent Acquisition Director to own end-to-end TA strategy, team, budget, technology, and processes across our enterprise. You will partner with CHRO and HR to drive workforce planning, org design, and M&A talent integration, building a scalable recruiting organization across sites and functions.

As the leader of TA, you will ensure cost-effective hiring; set performance targets; and shape the candidate experience, sourcing, screening,

Qualifications

• 10+ years in talent acquisition with multi-site leadership.
• Experience scaling recruiting organizations and leading managers.
• Strong collaboration with C-suite and HR leadership.

Responsibilities

• Own enterprise TA strategy, standards, SLAs, and performance targets.
• Partner with CHRO, HR Team, and business leaders on workforce planning.
• Translate growth plans into proactive talent pipelines and roadmaps.
• Define and report TA metrics and ROI to leadership.

Skills

Leadership

High-volume hiring

Executive partnership

Education

Bachelor's Degree in HR/Business

MBA (preferred)

Tools

ATS/HRIS

Sourcing tools

Assessment tools

Job description

Work Schedule:

Monday - Friday, 8am – 4:30pm

Nature & Scope:

Positional Overview

The Imagine Group is recruiting for a Talent Acquisition Director on behalf of our client, a contract manufacturer that fabricates custom solutions with mechanical and electrical integration for customers across renewable energy, power generation, infrastructure, and industrial systems.

The Talent Acquisition Director owns end-to-end talent acquisition for the organization — strategy, team, budget, technology, and process. Acting as the senior-most talent acquisition leader, this role sets the multi-year hiring strategy that fuels the company’s growth, builds and scales a high-performing recruiting organization across all sites and functions, and is fully accountable for the results, cost, and candidate experience of the entire recruitment lifecycle. The Director partners directly with the CHRO and HR Team on workforce planning, org design, and M&A talent integration, and represents talent acquisition as a strategic function at the leadership table.

Role & Responsibility:

Tasks That Will Lead to Your Success:

• Own and set the enterprise-wide talent acquisition strategy, standards, SLAs, and performance targets across all sites, functions, and hiring levels — from skilled trades through executive.
• Partner directly with the CHRO, HR Team and Business Leaders on multi-year workforce planning, headcount strategy, and organizational design.
• Translate business growth plans, M&A activity, and site expansions into proactive talent pipelines and hiring roadmaps, anticipating needs 12–24 months out.
• Define and report enterprise TA metrics and ROI (time-to-fill, cost-per-hire, quality-of-hire, pipeline health, diversity of slate) to executive leadership and the as needed.
• Partner with Business leaders to own the talent acquisition budget in full, including forecasting, vendor and agency spend, technology investment, and cost-per-hire targets.
• Partner closely with the broader HR team — HR Business Partners, Compensation, HRIS, and Learning & Development — to align talent acquisition strategy with onboarding, performance, and retention initiatives.
• Build, lead, and scale the entire recruiting organization — TA supervisors and recruiters across all sites.
• Own hiring, coaching, performance management, and career pathing for the TA organization; build bench strength and succession plans for every level of the team.
• Establish recruiting best practices, training, and enablement so standards are consistent across every site.
• Foster a high-accountability, metrics-driven team culture, setting individual and team performance targets tied to enterprise goals.
• Own the entire recruitment process from requisition to offer acceptance and onboarding handoff, including intake, sourcing, screening, interviewing, and offer strategy.
• Design and continuously improve scalable, consistent hiring processes across high-volume/skilled-trades, corporate/technical, and executive search.
• Partner with the Compensation Analyst on pay benchmarking, offer approvals, and internal equity reviews to ensure offers are competitive, consistent, and aligned to compensation structure.
• Collaborate with HRIS Analyst for recruiting technology — ATS, job boards, sourcing and assessment tools, HRIS integrations by communicating business needs to help in the selection, implementation, and ongoing optimization.
• Partner with the marketing team on employer branding strategy end-to-end; direct paid and organic presence across social and digital channels (LinkedIn, Instagram, TikTok, Facebook, and others).
• Own the early-career and skilled-trades talent pipeline strategy: campus recruiting, internships, and partnerships with technical and trade schools (electrical, welding, mechanical, and related programs).
• Drive a consistently excellent candidate and hiring-manager experience, with clear ownership of process, SLAs, and continuous improvement across every stage.

Skills & Experience

Qualifications That Will Help You Thrive

• Bachelor's Degree in Human Resources, Business Administration or a related field required. MBA, preferred.
• 10+ years in talent acquisition with significant progressive leadership experience, including direct ownership of TA strategy and multi-site teams; high-growth, multi-site environments strongly preferred.
• Proven track record building, scaling, and leading recruiting organizations and functions from the ground up, including leading other people-managers.
• Deep expertise spanning high-volume/skilled-trades hiring and corporate/technical/executive search, with the ability to flex strategy across very different talent markets.
• Demonstrated full ownership of recruiting technology strategy and vendor ecosystem (ATS, HRIS, sourcing, and assessment integrations), from selection through implementation.
• Strong track record of executive stakeholder partnership, including direct collaboration with C-suite leaders on workforce planning and organizational design.
• Full P&L-style ownership of a TA budget, including vendor, agency, and technology spend.
• Exceptional people-leadership record, with experience developing, promoting, and building succession pipelines within a recruiting organization.
• Experience integrating talent acquisition strategy into M&A activity, site expansions, or major organizational change preferred.