Talent Acquisition Leader for Rapid Growth

151 Coffee; United States; On-site; USD 160,000 - 210,000; Full time

Job summary

151 Coffee, a fast-growing drive-through coffee concept based in Dallas, TX, is seeking a Director of Talent Acquisition to lead Talent and HR for corporate and field operations. This high-impact, hands-on role builds scalable recruiting infrastructure, workforce planning, and leadership development to support rapid store openings and growth.

The leader partners with executives to define role requirements, interview processes, and hiring expectations, while implementing structured processes that

Qualifications

• 8+ years of progressive HR and Talent Acquisition leadership experience.
• Proven success building and leading recruiting in high-growth multi-unit coffee, restaurant or retail environments.
• Strong background in high-volume recruiting, workforce planning, onboarding, performance management and employee engagement.
• Strong knowledge of HR operations, compliance and employment law.
• Data-driven decision making with metrics to drive improvements.

Responsibilities

• Lead Talent Acquisition and HR functions for rapid growth of multi-unit locations.
• Partner with executives to translate business goals into scalable people strategies.
• Design and implement scalable recruiting processes and KPIs to improve time-to-fill and quality of hire.
• Develop workforce planning, succession planning, and headcount forecasting for rapid expansion.
• Coach leaders and build leadership capability across the organization.

Skills

Leadership

High-volume recruiting

Workforce planning

HR analytics

Employee engagement

Job description

151 Coffee, a fast-growing drive-through coffee concept based in Dallas, TX, is seeking a Director of Talent Acquisition to lead Talent and HR for corporate and field operations. This high-impact, hands-on role builds scalable recruiting infrastructure, workforce planning, and leadership development to support rapid store openings and growth.

The leader partners with executives to define role requirements, interview processes, and hiring expectations, while implementing structured processes that