Professional Talent Stream Director

Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment. - Collaborate across the TA and Total Talent ecosystems, including adjacent Talent Streams, Learning & Development, Communications and Marketing, Sourcing, TA Operations, HRIS, and Workforce Planning, to ensure alignment, scalability, and consistent execution.

Essential Duties and Responsibilities:
- Execute talent acquisition strategy for assigned talent stream in alignment with enterprise TA governance and direction.
- Lead recruiting delivery against hiring demand, pipeline health, hiring velocity, candidate experience, quality-of-hire, and workforce readiness goals.
- Lead and develop Senior Managers, Managers, and recruiting teams; drive performance, capability building, succession planning, and accountability.
- Serve as a talent advisor to business and operational leaders, communicating labor market realities, hiring risks, pipeline insights, and workforce readiness considerations.
- Partner cross-functionally to support pre-award planning, bid readiness, hiring ramp feasibility (as needed), post-award execution, and ongoing program delivery.
- Improve recruiting processes, systems, workflows, and operating models to enhance performance, scalability, compliance, candidate experience, and delivery consistency.
- Use recruiting data, market intelligence, candidate flow, supply constraints, and operational insights to guide decision-making and strengthen hiring outcomes.
- Advance recruiting teams toward a consultative, data-informed, and AI-enabled talent advisory model with appropriate human oversight and fair, compliant practices.
- Perform other duties as assigned.

Talent Acquisition Delivery
- Lead execution of the Professional Talent Stream strategy, ensuring delivery against hiring demand, pipeline health, quality of slate, stakeholder satisfaction, candidate experience, and process efficiency goals.
- Provide leadership for recruiting delivery across professional talent segments and enterprise programs, including corporate functions, shared services, early career, Veteran, and international professional hiring.

Program Leadership
- Provide operational leadership for early career, Campus, Veteran, and international professional hiring programs, ensuring program execution is aligned to enterprise priorities and business needs.
- Coordinate with Global TA partners to support country-specific hiring needs, align on local recruiting requirements, and ensure clear ownership of execution where professional talent demand spans geographies.

People Leadership
- Lead, coach, and develop Senior Managers and Managers accountable for recruiting delivery, performance, succession planning, leadership effectiveness, and recruiter capability.
- Build a high-performing, accountable, and collaborative recruiting organization that operates with urgency, sound judgment, inclusive leadership, and a strong commitment to candidate and stakeholder experience.

Stakeholder Advisory and Market Intelligence
- Serve as a trusted advisor to corporate function leaders by communicating labor market realities, hiring risks, pipeline insights, and trade-off decisions with credibility and business context.
- Translate labor market intelligence, including talent availability, compensation trends, competitor activity, skills demand, and workforce constraints, into actionable professional recruiting strategies.
- Partner with Growth and Capture teams to provide professional workforce insights that support pre-award planning, bid readiness, and successful transition to delivery.

Operational Excellence and Transformation
- Build recruiter consultative capability and business acumen so teams move beyond transactional fulfillment to provide talent advisory support that improves hiring decisions and stakeholder outcomes.
- Drive adoption of AI-enabled recruiting practices by improving workflow adoption, data quality, recruiter productivity, and responsible use standards that protect fairness, compliance, and candidate trust.
- Monitor and improve recruiting performance through data-driven operating rhythms, including hiring outcomes, pipeline conversion, cycle time, candidate experience, and process efficiency measures.

Cross-Functional Partnership
- Collaborate across the TA and Total Talent ecosystems, including adjacent Talent Streams, Learning & Development, Communications and Marketing, Sourcing, TA Operations, HRIS, and Workforce Planning, to ensure alignment, scalability, and consistent execution.
- Partner closely with peer Talent Stream Directors where roles, skills, workforce strategies, or shared sourcing pipelines intersect.

Leadership Expectations
- Successful candidates will demonstrate the ability to lead at enterprise scale, influence across complex stakeholder groups, and guide recruiting teams through transformation with clarity, accountability, and empathy.
- Translate enterprise talent acquisition priorities into executable professional recruiting plans, adoption roadmaps, and operating rhythms.
- Advise senior stakeholders, resolve hiring trade-offs, and align cross-functional partners without relying solely on direct authority.
- Lead through managers, build accountable teams, coach through ambiguity, and sustain high performance across distributed recruiting operations.
- Stay current on AI-enabled recruiting practices, labor market dynamics, skills-based hiring, and evolving assessment approaches.
- Model respect, collaboration, accountability, innovation, customer focus, and balanced leadership through periods of change.

Minimum Requirements

- Bachelor's degree or equivalent experience and at least 10 years of related experience in talent acquisition, recruiting operations, workforce planning, human resources, or a related discipline.
- Broad management and leadership knowledge, mastery-level recruiting or talent acquisition expertise required.
- Experience leading through managers.
- Demonstrated ability to influence senior leaders, improve processes, and deliver recruiting outcomes in complex business environments.
- Demonstrated ability to use technology to solve talent acquisition challenges, simplify complexity, and identify opportunities for automation through systems.
- Ability to drive outcomes in ambiguous circumstances with minimal supervision.
- Proven ability to develop talent at every level of the organization.
- Strong data literacy.

Job-Specific Minimum Requirements

- Bachelor's degree and at least 10 years of related experience in talent acquisition, recruiting operations, workforce planning, human resources, or a related discipline. Additional years of relevant experience will be considered in lieu of degree.

- 3+ years of experience leading enterprise-scale, multi-functional, or professional recruiting teams through managers, with accountability for delivery, people leadership, and operating performance.

- Experience supporting professional hiring programs such as corporate functions, shared services, early career, Campus, Veteran, and/or international recruiting.

- Demonstrated ability to influence senior stakeholders, manage competing priorities, and communicate hiring risks and recommendations clearly.

- Experience using data, reporting, and labor market insights to guide recruiting strategy and improve hiring outcomes.

Preferred Skills & Qualifications

- Experience in government contracting or large professional services environments including security clearance literacy in the Department of War, Department of State, and intelligence community customers with related compliance constraints.

- Familiarity with skills-based hiring and evolving assessment practices.

- Experience implementing or leading AI-enabled recruiting solutions.

- Track record of building talent advisory capability within recruiting teams.

- Experience leading geographically dispersed recruiting teams and delivering talent acquisition results across global regions, including APAC and AMEA.

EEO Statement

Maximus is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.

Pay Transparency

Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment. Annual salary is just one component of Maximus's total compensation package. Other rewards may include short- and long-term incentives as well as program-specific awards. Additionally, Maximus provides a variety of benefits to employees, including health insurance coverage, life and disability insurance, a retirement savings plan, paid holidays and paid time off. Compensation ranges may differ based on contract value but will be commensurate with job duties and relevant work experience. An applicant's salary history will not be used in determining compensation. Maximus will comply with regulatory minimum wage rates and exempt salary thresholds in all instances.

Accommodations
Maximus provides reasonable accommodations to individuals requiring assistance during any phase of the employment process due to a disability, medical condition, or physical or mental impairment. If you require assistance at any stage of the employment process-including accessing job postings, completing assessments, or participating in interviews,-please contact People Operations at applicantaccom@maximus.com.

Minimum Salary

$

140,000.00

Maximum Salary

$

165,000.00