Director, Talent Acquisition - R4304

At Regional Transportation District (RTD), We make lives better through connections!

When you join RTD, you will be among dedicated employees exhibiting RTD's values of passion, respect, diversity, trustworthiness, collaboration, and ownership. RTD is committed to an inclusive and diverse workplace. As part of our diversity value statement, we encourage our employees to honor diversity in thought, people, and experience. Come join RTD on this great journey to be the trusted leader in mobility, delivering excellence and value to our customers and community.

RTD Employee Benefits: https://www.rtd-denver.com/careers/benefits

(RTD Represented Employee Benefits: Please refer to the Labor Agreement included in the above link for details.)

The Director of Talent Acquisition (DTA) is responsible for the development, implementation, and execution of the agency’s talent acquisition strategy and leads the agency’s full-cycle talent recruitment program to enhance and develop the organization's ability to attract top talent. Reporting directly into the Chief People Officer, this position oversees the talent acquisition unit and provides direct oversight, leadership, and coaching to the members of the talent acquisition team. Additionally, the DTA actively coordinates and collaborates with agency leaders to develop and drive the strategic workforce planning process to identify the workforce needs of the agency. The DTA will align recruitment needs with the business goals, while leveraging their knowledge and network to position the organization for long-term success.

​Supervisory Responsibilities:

This position has overall supervisory responsibility and accountability for the talent acquisition unit and provides direction and coaching to direct reports.

Duties/Responsibilities:
    * Responsible for the development and execution of a talent acquisition strategy in alignment with the agency’s mission, vision, and strategic objectives.
    * Develops, communicates, and monitors progress against annual business plans designed to achieve the agency’s people power metrics.
    * Cultivates a culture of excellence and develops clear objectives for talent acquisition by directing, leading and managing the recruitment life cycle (post, source, prescreen, assessment, evaluation, background, references, offer, onboarding, etc.) of full-time, part-time, temporary, contractual, and intern personnel, including the development of defined performance metrics and adherence to agency policies, practices, EEO, OFCCP, and other legal requirements.
    * Act as the subject matter expert, responsible for introducing best practices, industry trends, and technology supports to the talent acquisition unit; continuously seek process improvements, creating efficiencies, identifying, and leveraging technology to enhance the staffing and recruitment experience for recruiters, hiring managers, and candidates.
    * Represents the agency and engages in active community outreach, career fairs, and other related activities serving as the talent acquisition.
    * Design, develop, and implement a reporting and analytics dashboard to increase visibility to relevant talent acquisition KPI metrics; utilize forecasting metrics to produce reports on talent needs and plans through collaboration with the HRM Analyst.
    * In collaboration with key stakeholders, develops and maintains the process for the creation of engaging, inclusive, and regulatory/legislatively compliant job postings.
    * In collaboration with internal stakeholders, develops appropriate marketing strategies to expand and enhance candidate pools.
    * Manages all third-party vendors for talent acquisition services to include statement/scope of work development, costing, analysis, and performance delivery.
    * Works collaboratively with internal stakeholders to identify, design, and deliver required talent acquisition training needs.
    * Serves as the agency’s senior talent acquisition professional within the local, state, and national talent acquisition community.
    * Contributes to the annual operating budget planning process by managing the planning, forecasting, and expense management of the talent acquisition unit.

Required Skills/Abilities:
    * Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations (e.g., ADA, COBRA, EEO, EPEWA, & FLSA).
    * Superior verbal and written communication skills.
    * Proficient using software and leveraging technology for talent acquisition processes.
    * Excellent interpersonal, counseling, and negotiation skills.
    * Strong presentation skills.
    * Excellent leadership skills.
    * Strong analytical and critical thinking skills. 
    * Ability to design and implement full-cycle talent acquisition and workforce planning programs.

EDUCATION AND EXPERIENCE:

Required:
    * Bachelor's degree in human resources or related field.
    * Seven (7) years of broad senior level HR experience ideally in a complex public service-oriented organization.
    * Five (5) years of supervisor experience; staffing and recruitment supervisory experience preferred.
    * Experience recruiting in multiple discipline areas and levels, including hiring for nonexempt, exempt, and leadership positions.
    * Demonstratable experience in talent acquisition, workforce planning, and the development of talent acquisition programs.
    * Experience in working with applicant tracking systems (preferably Workday) and equal employment opportunity (EEO) requirements.

Preferred:
    * Experience capturing, analyzing, and reporting various talent acquisition metrics at the c-suite and board level.
    * Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs preferred.

OR:
    * An equivalent combination of education, experience, knowledge, skills, abilities.

WORKING ENVIRONMENT AND PHYSICAL REQUIREMENTS:

The work environment and physical demands described here are representative of those required by an employee to perform the essential functions of this job with or without reasonable accommodations.
    * The work environment is a typical office environment with minimal exposure to excessive noise or adverse environmental issues.
    * Prolonged periods sitting at a desk and working on a computer.

CAREER MAP:

Based on job performance and experience/education the next step on the career map for this position may be:

Chief People Officer

Pay Range:
$123,234.00 - $174,067.50 Annual

RTD is an Equal Opportunity Employer, please see our EEO policy [ https://www.rtd-denver.com/sites/default/files/files/2022-12/EEO%20Policy%20Statement-%20UPDATED.pdf ]

RTD posts a compensation range that represents a good faith estimate of what RTD anticipates paying for the position at the time of posting.  Starting salary is based on the candidate’s relevant and verified education, training and work experience.  Applicants should submit all relevant and verifiable education, training and work experiences at the time of application.