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Senior Director, HRBP & Talent Acquisition

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Schaumburg, Illinois

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JOB DETAILS
SKILLS
Budgeting, Business Strategy, Cadence, Candidate Pipeline, Candidate Sourcing, Capacity Strategy, Coaching, Competitive Analysis/Strategy, Consulting, Continuous Improvement, Employee Relations, Employer Brand, Employment Law, HRIS/HRMS, Human Resources Strategy, Leadership, Mergers and Acquisitions, Negotiation Skills, Onboarding, Operational Strategy, Organizational Development/Management, Performance Management, Performance Metrics, Power Amplifier, Quality Metrics, Scorecarding, Set Goals, Succession Planning, Team Lead/Manager, Workforce Planning
LOCATION
Schaumburg, Illinois
POSTED
1 day ago
Job Description:

Senior Director, HRBP & Talent Acquisition

Schaumburg, IL | Hybrid (3 days in-office) | Full-time

About the Role

We are looking for a strategic HR leader to lead our HRBP and Talent Acquisition organizations. Reporting to the Chief People Officer, this is a strategic leadership role: a key partner to the CPO and the broader executive team, and a leader who can help our HR and Recruiting teams continue to grow into the next chapter of their work.

Both teams bring real strength today. We are investing in this leadership hire to add senior-level strategic capacity, provide strong coaching and development, and connect the day-to-day work of HR and Recruiting more tightly to long-term business strategy. The right leader will partner closely with both teams-building on what is already working, broadening their strategic influence across the business, and giving them the support and tools to do their best work.

We are seeking someone with genuine depth in both HR and Talent Acquisition, who has led both functions and understands what great looks like in each.

What You Will Do

Strategic Org-Wide Leadership
  • Serve as a strategic advisor and thought partner to the CPO and executive team on workforce strategy, organizational design, leadership effectiveness, talent planning, and culture.
  • Translate business strategy into integrated people and talent strategies with clear, measurable outcomes.
  • Champion HR and Talent Acquisition as business-driving functions, ensuring the work of both teams is connected to enterprise priorities and visible to senior leaders.
  • Act as the senior sponsor and budget owner for our DEIB programming - including communications, events, and Employee Resource Groups, working alongside the employee leaders of each ERG and workstream to amplify their ideas, remove barriers, and help bring their initiatives to life.
Leadership of HRBP/ER Team
  • Lead, coach, and support the HR team as they continue to expand their role as strategic business partners across the organization.
  • Work alongside the team to evolve our HRBP operating model-creating clearer engagement with the business, stronger consulting capability, and the right balance between strategic work and operational excellence.
  • Set direction across organizational design, workforce planning, succession, talent reviews, performance management, total rewards, and employee relations.
  • Invest in the tools, data, and rituals that help HR influence business decisions with evidence and insight.
  • Drive culture and engagement initiatives that connect directly to retention, performance, and business results.
  • Ensure we maintain strong operational discipline and compliance across employment law, benefits, HRIS, and policy.
Leadership of Recruiting Team
  • Lead and coach the Recruiting team as they expand their role as strategic talent advisors to hiring leaders-shaping hiring strategy, sharing market intelligence, and influencing workforce decisions.
  • Continue to strengthen our talent acquisition operating model: intake discipline, structured interviewing, scorecards, calibrated decision-making, offer negotiation and effective closing.
  • Build out proactive sourcing capability, talent pipelines, and talent mapping for critical and recurring roles.
  • Steward the employer brand, candidate experience, and full-funnel TA metrics (quality of hire, time to fill, source effectiveness, offer acceptance, first-year retention).
  • Support recruiters in consulting on role design, leveling and compensation positioning - broadening the value they bring to the business.
  • Determine the right mix of in-house, contract, and agency capacity to flex with business demand.
Team & Function Building
  • Foster a culture of accountability, collaboration and continuous improvement.
  • Get to know each member of both teams; understand their strengths, ambitions, and development goals, and build a plan that supports their growth.
  • Establish a clear operating cadence, KPIs, and service levels that help both teams focus their energy where it matters most.
  • Continue modernizing tools, processes, and how we use our tech stack (HRIS, ATS, analytics) to support how the teams work together to drive impact.
  • Foster tight integration between HR and Recruiting so that hiring, onboarding, development, and retention operate as one connected talent lifecycle.
What You Bring
Required Experience
  • 10+ years of progressive HR leadership experience, including direct, hands-on accountability for both HR and Talent Acquisition functions.
  • A track record of leading HR and/or recruiting teams in ways that expanded their strategic impac

About the Company

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