Senior Director, Talent Acquisition

September 2, 2026
Colorado Springs, CO, US
$150,000 – $175,000/yr

Description

Are you mission-driven and passionate about helping others succeed?

Do you strive to lead, follow, and act with integrity?

Are you the one who honors your commitments?

Is building trusting relationships an integral part of why you do what you do?

Do you push limits and challenge the status quo?

If you answered YES, keep reading to discover how you can significantly contribute to Team USA's success!

Here's a summary of responsibilities

The Senior Director, Talent Acquisition leads the USOPC's talent acquisition function, translating talent acquisition strategies into scalable recruiting processes, capabilities, and outcomes. In collaboration with the Chief People Officer, this role provides strategic and operational leadership for full-cycle recruiting for all divisions, levels, and U.S. locations. This position owns the day-to-day administration of talent acquisition operations, including recruiting technology, process standards, and metrics reporting, while serving as the full-cycle recruiter for the organization's most senior and hard-to-fill roles.

The Senior Director builds and leads a high-performing team of talent acquisition professionals, establishing clear expectations, coaching for growth, and holding the team accountable to a consistently excellent candidate and hiring manager experience. This position serves as a strategic advisor to hiring managers and business leaders on position strategy, sourcing, and talent analytics. This role partners closely with leaders, Compensation, People Business Partners, and other People & Culture team members to strengthen organizational capability, develop proactive talent pipelines, and ensure the USOPC can attract and hire exceptional talent in support of its mission and strategic priorities.

The Senior Director also supports workforce planning and staffing needs tied to Olympic and Paralympic Games cycles, partnering with Sport & Athlete Services and Games Operations on the recruitment efforts required for Games-time and Games-adjacent roles. This is a critical operational leadership role within People & Culture, reporting to the Chief People Officer.

Here’s how you’ll have an impact

Talent Acquisition Leadership & Strategy

  • Lead, manage, and develop a team of talent acquisition professionals through effective hiring, mentoring, coaching, and performance management. Foster a collaborative, candidate-centric culture focused on excellence and accountability. Establish clear expectations, workload distribution, and performance standards. Conduct one-on-ones and annual review cycles.
  • Translate the USOPC talent acquisition strategy into operational plans, staffing assignments, resource allocation decisions, and sourcing priorities for the team.
  • Design, evolve, and scale the talent acquisition operational model, organizational structure, and recruiting capabilities needed to support organizational growth and future workforce demands.
  • Guide and support talent acquisition team through full-cycle recruiting processes, ensuring consistency, quality, and alignment with established recruiting standards.
  • Serve as the primary advisor and escalation point for hiring managers and business leaders on position strategy, market competitiveness, and offer construction and negotiation, in partnership with Compensation.

Executive & Specialized Talent Acquisition

  • Own full-cycle recruiting efforts for Senior Director, Vice President, and other executive or highly specialized requisitions, including position strategy, sourcing, candidate identification, interview process design, assessment processes, offer negotiation, and closing.
  • Build and maintain a proactive talent pipeline for high-priority and recurring roles, including relationships with prospective candidates and executive search firms.
  • Develop and execute sourcing strategies to attract diverse and inclusive candidate pools in partnership with the DE&I team. Maintain strategic relationships with diversity organizations, military channels, educational institutions, professional associations, and community agencies.

Candidate & Hiring Manager Experience

  • Establish, monitor, and continuously strengthen service standards for the candidate and hiring manager experiences across the recruiting lifecycle, including responsiveness, time-to-fill, interviewer preparation, and candidate communication. Hold the talent acquisition team accountable to these standards, ensuring service delivery reflects USOPC values and organizational expectations.
  • For owned recruiting processes, oversee the day-to-day candidate and hiring manager experience from first contact through onboarding handoff, providing personalized, timely communication and consultative, high-touch service integrated with each division's needs.

Operational Best Practices & Compliance

  • Develop, document, and continuously improve talent acquisition processes, operating procedures, and playbooks to promote consistency, efficiency, compliance, and scalability across the recruiting lifecycle.
  • Stay current on applicable labor laws, pay transparency requirements, and worker visa requirements. Partner with People Systems and Compensation teams to ensure postings, workflows, and candidate communications are compliant.

Talent Acquisition Technology & Analytics

  • Serve as the business owner for talent acquisition technology, overseeing administration and establishing priorities for system optimization, automation, reporting enhancements, user adoption, and future technology investments. Partner with People Systems team on related projects.
  • Establish and monitor talent acquisition metrics and dashboards, including time-to-fill, source of hire, pipeline conversion, offer acceptance rate, diversity of slates and hires, channel effectiveness, and other key performance indicators.
  • Leverage data, market intelligence, and sentiment to identify opportunities, forecast resource needs, improve decision-making, and recommend enhancements to recruiting strategies and processes.
  • Oversee the USOPC's digital recruiting presence, including employer branding, careers content, and niche job board strategy.
  • Evaluate and recommend new recruiting technologies, executive search firms, advertising providers, and digital tools to improve sourcing reach, process efficiency, and candidate experience.

Games Workforce & Selection Support

  • Partner with Sport & Athlete Services, Games Operations, and business leaders to support workforce planning and recruitment efforts associated with Olympic and Paralympic Games cycles.
  • Collaborate with People Business Partners and Compensation team to advise leaders on staffing strategies and recruiting timelines for Games-time and Games-cycle roles, including classification and design of temporary, seasonal, project-based and time-limited positions.
  • Perform other duties as assigned.

Here are the skills and experience you'll need to be effective

  • Bachelor’s degree in Business, Organizational Management, or Human Resource Management or equivalent work experience
  • 10+ years of progressive experience in talent acquisition, recruiting, or human resources, including full-cycle recruiting across multiple functions and levels
  • Experience directly managing staff, including mentoring, coaching, and performance management
  • Demonstrated experience building and leading talent acquisition operations, sourcing programs, and recruiting technology at scale
  • Experience partnering with senior leaders and hiring managers on complex or senior-level searches
  • Demonstrated understanding of the talent acquisition lifecycle and sourcing best practices
  • Ability to devise and execute innovative solutions, both strategic and tactical
  • Ability to inspire trust and engage candidates, hiring managers, interviewers, vendors, direct reports, and other stakeholders
  • Excellent verbal and written communications skills
  • Ability to concisely and effectively present information using a variety of approaches to individuals and groups
  • Proven ability to develop diverse talent pipelines and attract and build relationships with inclusive candidates
  • Ability to manage multiple projects and priorities successfully
  • Flexible and adaptable, with strong change and process management skills
  • Ability to lead effectively
  • Strong solution orientation and problem-solving skills
  • Exceptional proactive and responsive customer service skills
  • Excellent organization, time management, prioritization, and follow-through
  • Organizational agility

Here are the tools, equipment, & conditions

  • Office environment in a multi-story building
  • Standard office equipment
  • Some domestic and international travel (approx. 10-15%), including off-site meetings and events
  • Non-traditional work hours on occasion, including weekends and nights
  • Regular attendance at work is an essential job function

Here's where you'll work

Colorado Springs Downtown Headquarters / Hybrid

Remote work options available

Here's some more information you need to know

  • Hiring pay range $150,000 - $175,000 per year.
  • This Full-Time, Exempt position is intended to work 40 hours per week.
  • Bonus: This position will be eligible for the Annual Incentive Award Program, which has a 20% target. The USOPC may change or eliminate this program at any time at its sole discretion.
  • Benefits: This position will be eligible for USOPC benefits. You can view a summary here.

This job posting will close 12:00pm MT on 9/5/2026