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Director Talent Jobs (NOW HIRING)

Moxie Inc

Director, Talent

$156K - $191K/yr

Director, Talent About the Role We're looking for a Director, Talent to own Moxie's early talent lifecycle - from the moment a role opens through a new hire's first 90 days. That means sourcing ...

Moxie

Director, Talent

New York, NY · Remote

$156K - $191K/yr

Director, Talent About the Role We're looking for a Director, Talent to own Moxie's early talent lifecycle -- from the moment a role opens through a new hire's first 90 days. That means sourcing ...

ServiceTrade

Director, Talent

Durham, NC · On-site

We're looking for a Director, Talent who's excited to make an impact. As a player-coach, the Director, Talent manages two direct reports - a People Business Partner and a Talent Acquisition Manager ...

Westrock

Dir, Talent Mgmt

Atlanta, GA · On-site

The Director, Talent, Learning & Inclusion is the senior division leader accountable for setting and delivering the full talent agenda for the Consumer division. This role integrates talent ...

Meriton

Director, Talent Acquisition

Irving, TX · On-site

$99K - $137K/yr

Director, Talent Acquisition - Sales & Shared Services Reports To: VP, Talent Acquisition FLSA Status: Exempt Location: Shared Services Office, Irving, TX (Hybrid) Summary: The Director, Talent ...

Oclaro

Director, Talent Acquisition

San Jose, CA · On-site

$164K - $235K/yr

Director, Talent Acquisition Employment Type: Full-time Location: San Jose - Onsite Position Overview Lumentum is seeking a strategic and results-oriented Director, Talent Acquisition to lead ...

BROAD RIVER RETAIL

Director, Talent Acquisition

Fort Mill, SC · On-site

$91K - $125K/yr

DIRECTOR, TALENT ACQUISITION AT A GLANCE: The Director of Talent Acquisition (TA) will lead the overall TA function and devise talent acquisition strategies to support the organization's talent ...

Graham Windham

Director, Talent (61605)

Brooklyn, NY · Hybrid

Director, Talent Position Type: Full-Time, Salary, Exempt Schedule: 35 hours/week Format: Hybrid (2-3 days in office) Department: Talent Development & Support / Human Resources Location: One ...

Oscar Health

Director, Talent Management

New York, NY · Hybrid

$180K - $236K/yr

We're hiring a Director, Talent Management to join our People team. Oscar is the first health insurance company built around a full stack technology platform and a relentless focus on serving our ...

Walmart

Director, Talent Management

Anderson, MO

$110K - $220K/yr

The Director, Talent Management leads the development and execution of comprehensive talent strategies to support organizational goals. This role oversees the talent planning portfolio, ensuring ...

University of Pennsylvania

Posted Job Title Executive Director, Talent Job Profile Title Executive Director B, Human Resources Summary The University of Pennsylvania is seeking an Executive Director of Talent to provide ...

Walmart

Director, Talent Management

Bella Vista, AR

$110K - $220K/yr

The Director, Talent Management leads the development and execution of comprehensive talent strategies to support organizational goals. This role oversees the talent planning portfolio, ensuring ...

Walmart

Director, Talent Management

Lowell, AR · On-site

$110K - $220K/yr

The Director, Talent Management leads the development and execution of comprehensive talent strategies to support organizational goals. This role oversees the talent planning portfolio, ensuring ...

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Director Talent information

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$123K

$231.5K

How much do director talent jobs pay per year?

As of Jun 14, 2026, the average yearly pay for director talent in the United States is $122,986.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $153,500.00 per year, depending on experience, location, and employer.

What Is a Talent Director?

A talent director works with the director of a performance or stage production to gather the performing talent necessary for a successful performance. You can find these positions in a number of fields, but they are most common in the performing arts and entertainment industries. In this career, your job duties include gathering a pool of talented actors, evaluating the talent of that pool, and selecting the best candidates for the roles. You then work directly with the director to make final selections for the roles. The talent director is often referred to as the casting director or artistic director, depending on the industry.

What does a Director of Talent do?

A Director of Talent is responsible for overseeing a company's talent acquisition and management strategies. This role involves leading recruitment efforts, developing talent pipelines, and ensuring the organization attracts, retains, and develops top talent. Directors of Talent also work closely with senior leadership to align talent initiatives with business goals, implement performance management systems, and foster a positive workplace culture. They may also be involved in succession planning and employee engagement programs.

How does a Director of Talent typically collaborate with other departments to meet organizational goals?

A Director of Talent works closely with department heads and senior leadership to understand each team's staffing needs and align talent strategies with business objectives. They often participate in cross-functional meetings, provide guidance on workforce planning, and help design initiatives that foster employee development and retention. Open communication and partnership with HR, operations, and line managers are essential for ensuring that recruitment, onboarding, and talent management processes effectively support the organization's long-term vision.

What are the key skills and qualifications needed to thrive as a Director of Talent, and why are they important?

To thrive as a Director of Talent, you need a deep understanding of talent acquisition, workforce planning, and HR strategy, typically backed by a bachelor’s or master’s degree in human resources or a related field. Experience with applicant tracking systems (ATS), HRIS platforms, and certifications such as SHRM-SCP or SPHR is highly valuable. Strong leadership, strategic thinking, and effective communication set exceptional candidates apart in this role. These competencies are essential for aligning talent initiatives with business goals, driving organizational growth, and fostering a high-performing workforce.

What is the difference between Director Talent vs Talent Acquisition Manager?

AspectDirector TalentTalent Acquisition Manager
ResponsibilitiesOversees overall talent strategy, employer branding, and talent development initiativesFocuses on sourcing, recruiting, and hiring candidates for specific roles
Required CredentialsTypically requires a bachelor’s degree, extensive HR or talent management experience, and leadership skillsUsually requires a bachelor’s degree and experience in recruiting or HR
Work EnvironmentStrategic, leadership-focused, often involved in executive decision-makingOperational, hands-on recruiting activities within HR or talent acquisition teams

The main difference is that the Director Talent leads overall talent strategies and organizational talent initiatives, while the Talent Acquisition Manager concentrates on recruiting and filling specific roles. Both roles require HR or talent management experience, but the Director Talent has a broader, strategic focus compared to the more tactical role of the Talent Acquisition Manager.

More about Director Talent jobs
What cities are hiring for Director Talent jobs? Cities with the most Director Talent job openings:
What are the most commonly searched types of Talent jobs? The most popular types of Talent jobs are:
What states have the most Director Talent jobs? States with the most job openings for Director Talent jobs include:
What job categories do people searching Director Talent jobs look for? The top searched job categories for Director Talent jobs are:
Director Talent jobs near you
Infographic showing various Director Talent job openings in the United States as of June 2026, with employment types broken down into 79% Full Time, 12% Part Time, and 9% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $122,986 per year, or $59.1 per hour.
Director, Talent

Director, Talent

Moxie Inc

Remote

$156K - $191K/yr

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

At Moxie, we empower ambitious aesthetic entrepreneurs to build profitable, independent practices-without burnout, overwhelm, or guesswork. In just a few years, we've grown from an idea to a global, remote-first team now supporting 700+ practices nationwide.
Our purpose is simple: to unlock sustainable success for aesthetic entrepreneurs, at every stage of their journey.
Director, Talent
About the Role
We're looking for a Director, Talent to own Moxie's early talent lifecycle - from the moment a role opens through a new hire's first 90 days. That means sourcing strategy, hiring bar, onboarding, and 30/60/90-day check-ins all live with you. You'll lead and develop a two-person recruiting team while staying close to the work yourself - this is a player-coach role. Our recruiting engine is already working (96% offer acceptance, 8.9/10 candidate satisfaction, 60 hires in the first half of this year alone) - now we need someone who can make it excellent.
You'll also get rare early exposure to the full breadth of the People function: when our Head of People goes on parental leave from November 2026 through March 2027, you'll step in as the primary People lead - a chance to operate beyond talent and see the bigger picture of what great People leadership looks like.
What you'll do
  • Own the full talent lifecycle end-to-end. You're not just filling roles - you're accountable for whether those hires actually succeed. That means sourcing strategy, hiring bar, offer process, onboarding, and 30/60/90-day check-ins all live with you.
  • Lead and coach a two-person recruiting team. Rodge and Sophie report to you. You set the strategy, develop their skills, and are accountable for team output - while staying close to the work yourself. This is a player-coach role: you'll carry your own requisitions from day one.
  • Build and operationalize a quality of hire framework. We track offer acceptance and candidate satisfaction - now we need to close the loop. You'll define what "ramp success" looks like, instrument the data, and use it to continuously sharpen our hiring bar and onboarding experience.
  • Step in as acting People lead during parental leave (Nov 2026 - early 2027). You'll serve as the primary point of contact for all People matters across the leadership team - employee relations, escalations, HR Ops, compliance - while keeping hiring on pace and new hires landing well. A clear escalation framework will be agreed before the transition begins.
  • Drive hiring velocity without sacrificing quality. We're running at 25-30+ hires per quarter across US/LATAM and the Philippines. Your job is to sustain that pace while hitting a 35-day TTH target and preserving the candidate experience metrics we've worked hard to build.

We're looking for:
  • A senior TA operator who has owned the full function - pipeline management, recruiter development, hiring manager partnerships, and offer process - at a Series B/C company or similar growth-stage environment
  • Someone whose definition of "done" includes successful ramp, not just a signed offer. You've thought about onboarding, early employee experience, or quality of hire before - and you're energized by owning that outcome
  • Enough breadth across the People function to hold things down independently. You don't need to be a generalist, but you've operated outside a pure recruiting bubble - touching HR Ops, employee relations, or broader People programs at some point
  • A player-coach who stays close to the work. You'll set strategy and manage a team, but you'll also carry requisitions. If that energizes you rather than frustrates you, you'll thrive here
  • Operational rigor and clear judgment under pressure. During the leave period, you'll need to know what to handle independently, what to escalate, and what to hold. That requires both process discipline and good instincts
  • A builder's mindset. We're at Series C, 200+ employees - the function works, and now it's time to make it excellent. You're someone who sees that as an opportunity, not a to-do list

Why Join Us?
  • Real ownership from day one. You're not supporting a TA function - you're running it. The strategy, the process, the results, and the team are yours.
  • The stage is right. Series C, strong existing momentum, and real room to make the function excellent. You're not walking into a mess; you're walking into an opportunity to build something you can point to.
  • A complete picture of talent, not just the top of the funnel. This role owns sourcing through day 90. If you've ever been frustrated handing new hires over a wall and never knowing how they landed, that problem doesn't exist here.
  • A path to more, if you want it. When the Head of People returns, there's genuine appetite to expand this role's scope into employee engagement, culture, and HR Ops. That path is open - but if you want to own talent deeply and go long on that lane, that's more than enough too.

At Moxie, we believe in creating a workplace where everyone feels valued, trusted, and included. Our team lives by our values: act as owners, give more than we take, move with speed and care, and simplify and learn every day.
We welcome people of all backgrounds, experiences, and perspectives to apply. If you require any accommodations to fully participate in the interview process, please let us know, we're happy to assist.

Apply