Overview

At RPM, we’re in the business of extraordinary. We believe people-first is the way to success, which is why we provide top industry pay, comprehensive benefits, and a path of upward mobility via career training and education. Join us and start your extraordinary journey today.

Purpose Statement: The Senior Director of Talent Acquisition owns the Company’s enterprise talent acquisition strategy, from vision through execution. This leader sets the direction for how RPM attracts, selects, and welcomes talent, translating business growth plans into workforce plans and building the capabilities, programs, and partnerships to deliver them. As a trusted advisor to executive and operating leaders, and as a close partner to the Associate Experience Team, the Managing Director ensures that every hire strengthens our people-first culture and that the journey from candidate to associate is seamless, consistent, and extraordinary.

Position Summary

To foster a people-first culture where associates feel valued, heard, and empowered. HR leads with integrity and care, promoting fair, inclusive practices and providing tools, guidance, and a focus on attracting, developing, and retaining talent. As stewards of growth and talent, we fuel the associate experience and enable operational excellence, creating environments and partnerships people want to be part of.

Responsibilities

Strategy & Vision• Owns and sets the multi-year talent acquisition strategy, roadmap, and operating model, aligned with the Company’s growth plans, portfolio expansion, and people strategy.• Defines and owns the annual talent acquisition plan and budget, including vendor and technology, and is accountable for return on that investment.• Partners with executive leadership on enterprise workforce planning, anticipating talent needs tied to acquisitions, new markets, new lines of business, and leadership succession.• Shapes and champions RPM’s employer value proposition and employer brand across markets, channels, and candidate audiences.• Brings an outside-in perspective on labor market trends, competitive talent intelligence, and emerging recruiting practices, and translates them into actionable strategy.

Trusted Stakeholder Partnership• Serves as a strategic advisor and trusted partner to executive, regional, and functional leaders, building credibility through insight, candor, and consistent delivery.• Leads structured talent planning with business leaders to define current and future staffing models, role profiles, candidate qualifications, and hiring priorities.• Provides counsel on compensation positioning within the Company’s salary guidelines, offer strategy, and competitive market data in partnership with Finance.• Establishes a regular operating cadence with senior leadership, including quarterly business reviews, to report results, gather feedback, and recalibrate priorities.• Personally leads or oversees executive, leadership, and highly specialized searches.

Partnership with the Associate Experience Team• Partners closely with the Associate Experience Team to design and deliver a connected candidate-to-associate journey, from first touch through offer, onboarding, and early tenure.• Co-owns the hand-off from recruiting into onboarding, ensuring a consistent, high-touch welcome for every new associate.• Uses candidate experience, new-hire, and early-attrition insights jointly with the Associate Experience Team to improve quality of hire and first-year retention.

Execution & Operational Excellence• Holds accountability for hiring outcomes across the enterprise, including high-volume, on-site, corporate, and leadership hiring.• Builds scalable, repeatable recruiting processes, policies, and service-level standards, and drives continuous improvement in speed, quality, and consistency.• Manages relationships with recruiting vendors, agencies, job boards, and RPO partners, holding them to clear performance and cost expectations.

Leads change management for new TA processes, policies, and system workflows across the organization.

Leadership & Team Development• Leads, develops, and inspires the Talent Acquisition organization, including Directors and/or Talent Acquisition Managers and their teams.• Designs the team structure, roles, and capabilities required to deliver the strategy, and builds succession and development plans for TA leaders.• Sets clear performance expectations aligned to business portfolios and holds the team accountable through regular one-on-ones, team meetings, and quarterly business reviews.• Fosters a culture of service, accountability, and partnership consistent with RPM’s people-first values.

Analytics, Technology & Compliance• Owns the talent acquisition metrics, including time to fill, cost per hire, source effectiveness, quality of hire, offer acceptance, and candidate and hiring manager satisfaction.• Partners with Engagement Insights to turn data into actionable insight, reporting results and recommendations to the executive team and Board-level stakeholders as needed.• Owns the recruiting technology strategy, including the Applicant Tracking System, sourcing tools, CRM, assessments, and responsible use of AI and automation.• Ensures the hiring process complies with federal, state, and local employment laws and regulations, and that hiring managers are trained on effective, compliant interviewing.• Performs other duties as assigned or necessary.

Education and Experience

Bachelor’s degree from a four-year college or university required; advanced degree or HR certification (SHRM-SCP, SPHR) preferred
Minimum 12 years of progressive experience in talent acquisition and recruiting, including enterprise-wide or multi-market hiring for both non-exempt and exempt positions; real estate, property management, hospitality, or other multi-site service industries strongly preferred
Minimum 6 years leading talent acquisition teams, including leading leaders, in a high-growth, high-volume environment
Proven track record of building and executing a talent acquisition strategy and operating model with measurable business impact
Demonstrated ability to serve as a trusted advisor to C-suite and senior operating leaders, influencing decisions and building credibility through data and results
Experience partnering with employee/associate experience, onboarding, or HR business partner teams to improve the end-to-end associate journey
Strong financial acumen, including building and managing a talent acquisition budget and vendor portfolio
Deep knowledge of employment law and of modern recruiting practices, including employer branding, social and digital recruiting, talent intelligence, and recruiting technology
Data-driven mindset with experience defining metrics, building dashboards, and presenting insights to executives
Exceptional communication, executive presence, and change-leadership skills
Strategic, creative, and innovative thinker who is equally comfortable setting direction and rolling up their sleeves to execute

Qualifications

Physical Requirements

May be required to sit or stand for extended periods of time
Must be able to read documents, computer screens and data
Must be able to hear and understand verbal communications in person and over the phone or computer
May occasionally be required to lift or carry items such as files or office supplies weighing up to 15 pounds
Must be able to operate a computer, keyboard, mouse and other office equipment

Work Environment

This is a hybrid role, requiring the associate to work in one of our corporate or regional offices 4 days per week.
The office is an open setting which may include bright lights, constant noises and distractions.

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