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Director Talent Jobs in Indiana (NOW HIRING)

BraunAbility

Director, Talent Acquisition

Winamac, IN · On-site

$95K - $131K/yr

Mission-Driven Leadership Success Profile Within the first 12-18 months, the Director of Talent Acquisition will: * Establish a proactive workforce planning and talent pipeline process. * Improve ...

Braunability

Director, Talent Acquisition

Winamac, IN

$95K - $131K/yr

Mission-Driven Leadership Success Profile Within the first 12-18 months, the Director of Talent Acquisition will: * Establish a proactive workforce planning and talent pipeline process. * Improve ...

IPL (Indiana)

Talent Sourcer

Indianapolis, IN

Demonstrate strong technical recruiting skills, including advanced direct sourcing via LinkedIn and ... Curious and quick to learn about internal talent processes and competitive market challenges.

The AES Corporation

Talent Sourcer

Indianapolis, IN · On-site

Demonstrate strong technical recruiting skills, including advanced direct sourcing via LinkedIn and ... Curious and quick to learn about internal talent processes and competitive market challenges.

Robert Half

Talent Acquisition Specialist

Merrillville, IN · On-site

$23 - $25/hr

... direct sourcing, application review, phone screens, and virtual interviews. • Partner with hiring ... active talent pipelines for recurring and high-priority positions through ongoing outreach on ...

New

Surge Staffing

Talent Advisor

Plainfield, IN

$20 - $25/hr

Surge Staffing is seeking a Talent Advisor with high energy, work ethic, good attitude, personality ... Implement and manage detailed marketing programs for sales calls, direct mail, in-office ...

Surge Staffing

Talent Advisor

Plainfield, IN · On-site

$20 - $25/hr

Surge Staffing is seeking a Talent Advisor with high energy, work ethic, good attitude, personality ... Implement and manage detailed marketing programs for sales calls, direct mail, in-office ...

Ren

Senior Manager, Talent Acquisition

Indianapolis, IN · On-site

Talent Center of Excellence Job Level P4, Exempt Our Mission To deliver the expertise, standards ... Operating without direct reports, the P4 designation is anchored in functional authority and cross ...

gaylor

Talent Acquisition Partner

Charlotte, NC

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to Operations ... Creative, resourceful, and self-directed with a strong sense of urgency and a "can do" attitude

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All JobsTalent JobsDirector Talent JobsDirector Talent Jobs in Indiana

Director Talent information

See Indiana salary details

$21.1K

$115.3K

$217K

How much do director talent jobs pay per year?

As of Jul 27, 2026, the average yearly pay for director talent in Indiana is $115,291.00, according to ZipRecruiter salary data. Most workers in this role earn between $76,869.00 and $143,896.00 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 are the most commonly searched types of Talent jobs in Indiana? The most popular types of Talent jobs in Indiana are:
What are popular job titles related to Director Talent jobs in Indiana? For Director Talent jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Director Talent jobs in Indiana look for? The top searched job categories for Director Talent jobs in Indiana are:
What cities in Indiana are hiring for Director Talent jobs? Cities in Indiana with the most Director Talent job openings:
Director Talent jobs near you
Infographic showing various Director Talent job openings in Indiana as of July 2026, with employment types broken down into 1% As Needed, 81% Full Time, 14% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $115,291 per year, or $55.4 per hour.
Director, Talent Acquisition

Director, Talent Acquisition

BraunAbility

Winamac, IN • On-site

$95K - $131K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 12 days ago

BraunAbility rating

6.5

Company rating: 6.5 out of 10

Based on 25 frontline employees who took The Breakroom Quiz

403rd of 486 rated machine equipment manufacturers

Job description

Job Description:
Talent Acquisition Strategy & Leadership
  • Develop and execute a multi-year talent acquisition strategy aligned with BraunAbility's business objectives and workforce plans.
  • Partner with executive leaders to forecast talent needs and identify critical workforce risks.
  • Lead and develop a high-performing talent acquisition team focused on service excellence and business partnership.
  • Establish recruiting priorities, service-level expectations, and performance metrics across all business functions.
  • Drive continuous improvement of recruiting processes, technologies, and candidate experience.

Workforce Planning & Strategic Hiring
  • Partner with HRBPs and business leaders to support workforce planning activities.
  • Develop recruiting strategies for critical and hard-to-fill positions, including engineering, skilled trades, leadership, and emerging technology roles.
  • Build external talent pipelines to address future organizational capability needs.
  • Support organizational growth initiatives, acquisitions, new facility launches, and strategic workforce shifts.

Recruitment Operations
  • Oversee full-cycle recruiting processes from requisition approval through onboarding transition.
  • Ensure consistent application of recruiting policies, interview processes, and hiring standards.
  • Monitor recruiting workloads, aging requisition, hiring velocity, candidate quality, and offer acceptance rates.
  • Ensure compliance with federal, state, and local employment regulations.
  • Lead implementation and optimization of applicant tracking systems and recruiting technologies.

Employer Brand & Talent Marketing
  • Strengthen BraunAbility's employment brand across manufacturing, technical, professional, and leadership talent markets.
  • Develop recruiting marketing campaigns, community partnerships, and university relationships.
  • Build strategic partnerships with technical schools, trade organizations, colleges, military transition programs, and workforce development agencies.
  • Leverage social media, digital recruiting tools, and employee referral programs to enhance talent attraction efforts.

Diversity, Inclusion & Candidate Experience
  • Champion inclusive recruiting practices that expand candidate pools and improve hiring outcomes.
  • Create a best-in-class candidate experience reflecting BraunAbility's values and culture.
  • Monitor candidate feedback and implement improvements throughout the recruitment lifecycle.
  • Ensure equitable hiring practices and consistent interviewing standards.

Data, Analytics & Reporting
  • Develop and maintain recruiting dashboards and scorecards.
  • Report key talent acquisition metrics to senior leadership.
  • Utilize labor market data and recruiting analytics to influence workforce decisions.
  • Measure effectiveness of sourcing channels, recruiter performance, and hiring manager engagement.

Leadership Partnership
  • Act as a trusted advisor to executives and hiring leaders.
  • Train and coach leaders on interviewing, selection, and hiring best practices.
  • Support succession planning by identifying external talent pipelines for critical roles.
  • Collaborate with Compensation, HRBPs, Learning & Development, and Total Rewards teams to ensure a seamless talent strategy.

Key Performance Indicators (KPIs)
  • Time-to-fill
  • Quality of hire
  • Offer acceptance rate
  • First-year retention
  • Hiring manager satisfaction
  • Candidate experience scores
  • Diversity of candidate slates
  • Cost per hire
  • Critical position fill rate
  • Internal versus external hiring ratios
  • Talent pipeline health metrics

Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.

Experience
  • 10+ years of progressive talent acquisition experience.
  • 5+ years leading recruiting teams in a manufacturing, industrial, or multi-site environment.
  • Experience recruiting for hourly, technical, professional, and leadership positions.
  • Demonstrated success building recruiting strategies and employer branding initiatives.
  • Experience partnering with executive leadership and managing enterprise-wide hiring initiatives.
  • Proven track record building and scaling structured co-op, intern, or early-career programs that convert to high-performing full-time hires.

Preferred Experience
  • Manufacturing and skilled trades recruiting.
  • Engineering and technical talent acquisition.
  • Multi-location workforce management.
  • Recruiting technology optimization.
  • Executive search and succession pipeline development.
  • Employer branding and talent marketing initiatives aimed at students and emerging talent, including social media, student organizations, and diversity partnerships.

Competencies
Leadership
  • Strategic Thinking
  • Business Acumen
  • Talent Development
  • Change Leadership
  • Coaching & Influence

Functional Excellence
  • Workforce Planning
  • Recruitment Marketing
  • Talent Assessment
  • Employment Law Compliance
  • Data Analytics & Reporting

Cultural Alignment
  • Customer Focus
  • Accountability
  • Collaboration
  • Continuous Improvement
  • Growth Mindset
  • Mission-Driven Leadership

Success Profile
Within the first 12-18 months, the Director of Talent Acquisition will:
  • Establish a proactive workforce planning and talent pipeline process.
  • Improve recruiting efficiency and reduce critical vacancy times.
  • Create a scalable talent acquisition operating model across all BraunAbility Americas locations.
  • Strengthen employer branding within manufacturing, engineering, and skilled labor markets.
  • Implement data-driven recruiting scorecards and leadership reporting.
  • Increase hiring manager satisfaction and candidate experience outcomes.
  • Build a future-ready talent acquisition function that supports BraunAbility's long-term growth strategy.

BraunAbility Mission Connection:
This leader plays a critical role in ensuring BraunAbility attracts the talent necessary to deliver innovative mobility solutions that enrich the lives of our customers and communities.
At BraunAbility, we have been providing independence for individuals with disabilities since 1972. Ralph Braun started this venture nearly four decades ago with a few dedicated and loyal employees. We have grown to be the world's leading mobility manufacturer with nearly 1700 employees globally. We have maintained an employee first mentality with an informal and family-oriented atmosphere. You will enjoy all the resources of a large, worldwide company while relishing a small company atmosphere with an open-door policy and very easy access to management and ownership. In addition to competitive pay, benefits and opportunities for advancement, a career with BraunAbility also means knowing that you're making a difference.
Benefits include:
Medical, Vision and Dental Coverage
Life and Disability Insurance
401(k)
Performance bonus program
Paid Holidays
Paid Vacation
Wellness Program
Access to a Health Coach
BraunAbility is committed to building an equitable, diverse, and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, marital status, national origin, genetics, disability, age, or veteran status.
BraunAbility is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

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