At Heritage Grocers Group, LLC, how we work is defined by shared values that include absolute integrity, respect, and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.

Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, while making a difference in our communities.

POSITION SUMMARY

The Senior Director, Talent Acquisition is responsible for leading the organization's talent acquisition strategy and ensuring the company attracts, selects, and hires high-performing talent to support current and future business needs. This role serves as a strategic advisor to executive leadership, HR Business Partners, and hiring leaders, translating business priorities and workforce needs into comprehensive, scalable talent acquisition strategies.

The Senior Director provides leadership and direction to the Talent Acquisition function, including recruitment strategy, workforce planning, talent sourcing, employer brand, candidate experience, recruiting operations, new location staffing, internship and early career programs, and external recruiting partnerships. This position establishes talent acquisition standards, processes, metrics, and governance while continuously improving the effectiveness, efficiency, and quality of recruiting practices.

Operating in a fast-paced, multi-site and multi-state environment, the Senior Director will balance long-term talent strategy with the ability to lead critical staffing initiatives, executive and specialized searches, and high-volume hiring programs. The role is accountable for developing a high-performing Talent Acquisition team and building sustainable talent pipelines that support the organization's continued growth.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The essential duties and responsibilities of this position include, but are not limited to, the following:

Talent Acquisition Strategy & Leadership

Develop and execute the organization's enterprise talent acquisition strategy in alignment with business objectives, workforce plans, and organizational growth priorities.
Serve as a strategic talent advisor to executive leadership, HR Business Partners, and senior hiring leaders regarding workforce needs, talent availability, recruiting strategies, organizational capabilities, and external labor market conditions.
Translate current and future business needs into short- and long-term talent acquisition strategies that strengthen organizational capability and maintain a sustainable pipeline of talent.
Establish and continuously evolve recruiting standards, policies, processes, service delivery models, and governance to drive consistency, efficiency, compliance, and an exceptional candidate and hiring-manager experience.
Monitor external talent trends, competitive practices, labor-market conditions, and emerging recruiting technologies to identify risks and opportunities and recommend appropriate talent strategies.
Provide strategic leadership for talent acquisition across corporate offices, distribution centers, retail operations, and other business functions and locations.

Team Leadership

Lead, coach, develop, and mentor the Talent Acquisition team, establishing clear expectations, performance standards, goals, and accountability.
Establish Talent Coordinator productivity and effectiveness standards and use data to evaluate individual and team performance.
Provide ongoing coaching, performance feedback, and professional development while addressing performance concerns in accordance with company policies.
Foster a collaborative, results-oriented culture focused on business partnership, accountability, continuous improvement, and service excellence.

Workforce Planning

Partner with business and HR leadership to anticipate workforce requirements, identify critical skill gaps, and develop proactive recruiting and talent pipeline strategies.
Develop comprehensive sourcing strategies for critical, difficult-to-fill, high-volume, specialized, and leadership positions.
Build and maintain strategic talent pipelines and professional networks to reduce dependency on reactive recruiting and improve organizational readiness.
Leverage talent intelligence, labor-market data, competitive insights, and recruiting analytics to guide workforce and sourcing decisions.
Establish strategies to identify and engage passive talent through professional networks, social media, direct sourcing, resume databases, industry associations, community partnerships, referral programs, and other innovative sourcing channels.

Recruiting Operations & Execution

Provide strategic oversight of full-cycle recruiting processes, including workforce planning, intake, sourcing, screening, assessment, interviewing, candidate selection, offer development, negotiation, pre-employment activities, and onboarding.
Personally lead or provide strategic oversight for executive, leadership, confidential, highly specialized, and other business-critical searches as appropriate.
Establish service-level expectations and scalable recruiting processes that effectively support high-volume and professional hiring while maintaining quality and candidate experience.
Ensure recruiting practices provide consistent, high-touch engagement and effective communication throughout the candidate lifecycle.
Coach executives and hiring leaders on effective recruitment, interviewing, candidate assessment, selection, and closing strategies.
Partner with Compensation and HR leadership to develop competitive and internally equitable employment offers, considering market data, internal equity, experience, and organizational practices.
Identify opportunities to streamline recruiting processes and improve speed, quality, scalability, and cost effectiveness.

Multi-Site Growth & Talent Programs

Develop and oversee comprehensive staffing strategies for new stores, distribution centers, offices, expansions, and other business growth initiatives.
Provide executive oversight for high-volume hiring initiatives and hiring events, ensuring appropriate workforce forecasting, staffing plans, recruiting resources, timelines, and execution.
Lead the strategy and ongoing development of the company's internship and early career programs to strengthen future talent pipelines.
Develop community, educational, professional, and industry partnerships that expand the organization's access to talent.
Establish scalable recruiting approaches capable of supporting expansion into new geographic markets and business areas.
Develop and oversee the strategy for external recruiting agencies, executive search firms, recruitment vendors, technology partners, and other external talent resources.
Evaluate opportunities to reduce external recruiting costs through stronger internal sourcing capability and proactive talent pipelines.

Analytics, Technology & Continuous Improvement

Establish and monitor key talent acquisition metrics and dashboards, including time to fill, time to hire, quality of hire, source effectiveness, candidate conversion, offer acceptance, recruiter productivity, hiring-manager satisfaction, candidate experience, and recruiting costs.
Analyze recruiting data and trends to identify risks, opportunities, performance gaps, and process improvements and regularly communicate insights and recommendations to HR and business leadership.
Ensure accurate and timely reporting of talent acquisition activity and workforce staffing metrics.
Optimize the use of the ADP Recruiting Management System, LinkedIn Recruiter, HR technology, sourcing platforms, and other recruiting tools to improve productivity and decision-making.
Evaluate emerging recruiting technology, including automation and artificial intelligence capabilities, and recommend solutions that improve effectiveness while maintaining appropriate governance and human oversight.

Compliance & Governance

Ensure talent acquisition processes and practices comply with applicable federal, state, and local employment laws, regulations, company policies, and recordkeeping requirements.
Maintain appropriate governance over recruiting documentation, applicant records, ATS data, I-9 processes, and related compliance requirements.
Partner with HR, Legal, and other stakeholders to identify and address recruiting-related compliance risks.
Ensure hiring leaders and recruiting team members receive appropriate training regarding interviewing, selection, documentation, systems, and employment practices.
Maintain a thorough working knowledge of company Human Resources policies, procedures, and employment practices.
Perform other duties and special projects as assigned.

SKILLS AND QUALIFICATIONS

Minimum of 8 years of progressive talent acquisition, recruiting, or related Human Resources experience, including at least 5 years leading recruiting teams or talent acquisition functions.
Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent combination of education and progressively responsible experience will be considered.
Demonstrated experience developing and executing talent acquisition strategies within a complex, multi-site organization.
Experience supporting multiple organizational levels, including high-volume/hourly, professional, management, senior leadership, and executive positions.
Retail, grocery, distribution, consumer products, hospitality, or other high-volume/multi-location industry experience strongly preferred.
Demonstrated experience with workforce planning, proactive sourcing, talent pipeline development, and difficult-to-fill recruitment.
Proven ability to influence and effectively advise senior and executive leadership on talent strategies and hiring decisions.
Demonstrated success leading, developing, and building high-performing recruiting teams.
Experience establishing and using recruiting metrics, analytics, and performance indicators to improve business outcomes.
Strong business acumen with the ability to understand organizational strategies and translate business objectives into effective talent solutions.
Strong negotiation, consultation, presentation, and executive communication skills.
Demonstrated ability to effectively manage competing priorities and lead multiple large-scale talent initiatives simultaneously.
Strong knowledge of federal, state, and local employment laws and regulations affecting recruiting, interviewing, selection, and hiring.
Experience with Applicant Tracking Systems, LinkedIn Recruiter, HRIS platforms, sourcing technologies, and recruiting analytics.
Advanced proficiency with Microsoft Office applications, including Excel, Word, PowerPoint, and Outlook; ADP experience preferred.
Experience developing, implementing, or enhancing onboarding, internship, early career, or related talent programs.
Strong judgment, discretion, organizational skills, and attention to detail, with the ability to manage confidential and sensitive information.
Demonstrated ability to build collaborative relationships and influence across functions, geographic locations, and organizational levels.
Bilingual and biliterate English/Spanish preferred.

PHYSICAL DEMANDS AND WORK CONDITIONS

The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:

While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
Successful performance requires vision abilities that include close vision and the ability to adjust focus.
The work environment is that typical of an office.
Ability to lift up to 15 lbs.

IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.

Disclaimer

Pay Scale $

The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.

Compensation: 120K-170K