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Head Of Talent Leadership Development Jobs (NOW HIRING)

ShipMonk

Global Head of Talent Acquisition

North, SC

$96K - $132K/yr

We're hiring a leader to own talent acquisition end to end: from high-volume hourly hiring on our ... Build the bench: create development paths for your team so operations and corporate/tech recruiters ...

Asana

Head of Talent Operations & Strategy

Chicago, IL · On-site

As the Head of Talent Acquisition Operations & Strategy, you will lead a team of program managers ... In partnership with cross-functional leaders globally, you will oversee headcount management ...

Invictus Academy of Richmond

Head of People

El Cerrito, CA · On-site

$97K - $111K/yr

Head of People Work Year: 12 months Employment Type: Exempt, Full-Time Salary Range: $97,500-$111 ... Talent * Leads, coordinates, and manages all aspects of recruitment, including development of ...

GOEBEL FIXTURE COMPANY

Director of Talent

Raleigh, NC · On-site

... with leaders to define competencies, career levels, progression criteria, and clear development ... of progressive experience in executive recruiting, talent acquisition, talent management, or ...

Rowan Digital Infrastructure Pty Ltd

Rowan is assembling a strategic portfolio of data center sites in Tier 1 markets across the United ... Rowan is backed by Quinbrook, a leading investor in the energy transition, and Blackstone, the ...

Barry's

Talent Development Lead

Mill Valley, CA · On-site

The Talent Development Lead (TDL) serves as a leader, Barry's culture ambassador and class ... of Instructor Talent Management, Talent leadership, and studio management, attending required ...

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How much do head of talent leadership development jobs pay per year?

As of Sep 10, 2026, the average yearly pay for head of talent leadership development in the United States is $110,668.00, according to ZipRecruiter salary data. Most workers in this role earn between $84,500.00 and $129,000.00 per year, depending on experience, location, and employer.

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Infographic showing various Head Of Talent Leadership Development job openings in the United States as of September 2026, with employment types broken down into 1% Internship, 1% As Needed, 82% Full Time, 14% Part Time, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $110,668 per year, or $53.2 per hour.

Global Head of Talent Acquisition

North, SC

ShipMonk
Trucking • 1 - 5K employees
Learn more about ShipMonkexternal

$96K - $132K/yr

Full-time

Posted 19 days ago

Key responsibilities

  • Own and lead the end-to-end talent acquisition process for high-volume hourly hiring and senior-level searches.

  • Build and implement scalable, data-backed hiring systems, and track key recruitment metrics to drive continuous improvement.

  • Lead, develop, and scale the recruiting team, including hiring, coaching, and creating development paths for team members.

ShipMonk rating

6.3

Company rating: 6.3 out of 10

Based on 18 frontline employees who took The Breakroom Quiz

Job description

We're hiring a leader to own talent acquisition end to end: from high-volume hourly hiring on our warehouse floors to senior-level searches for new & unique roles. This role starts as a player-coach leading a team of operations recruiters, with a mandate to build the engine that gets us hiring faster and better at scale. A team of corporate/tech recruiters runs day-to-day hiring for the business, with this leader stepping in personally on senior roles that are new territory for us. Once the engine is built, the focus is on shaping our overall talent brand and embedding the right tools & capabilities into how we bring on board the best talent for ShipMonk.

Key Responsibilities

Building the talent engine for our high-volume recruiting

  • Lead high-volume hourly hiring: act as a hands-on player-coach for our operations recruiting team, supporting warehouse hiring across all sites
  • Learn the operation: spend real time understanding shift patterns, seasonality, local labor markets, and site leader needs. This is where the volume is, and it's where you need the deepest fluency
  • Build the system: design and implement a repeatable, data-backed hiring process for hourly roles, covering sourcing, screening, interviewing, and offer speed, built to run at scale without sacrificing quality
  • Set the scoreboard: define and track the metrics that matter (time to fill, cost per hire, quality of hire, early retention) and use them to drive continuous improvement
  • Lead an effective corporate & tech hiring: lead the corporate/tech recruiters who own day-to-day hiring for the rest of the business, and hold that team to a high bar on candidate experience and hiring manager satisfaction
  • Personally lead searches for new senior roles: step in directly on executive and senior-level searches for new & unique roles, partnering closely with the hiring executive and our People & Culture leadership
  • Train hiring managers: build the enablement that helps leaders across the business run better intake conversations, interviews, and hiring decisions

Scale the team, elevate the function

  • Shift from doing to leading: once the engine works, move from player-coach to full people leader: hire, coach, and develop your recruiters so the team runs well without you in every requisition
  • Build the bench: create development paths for your team so operations and corporate/tech recruiters keep growing with the business
  • Make the case with data: use hiring data to influence decisions with operations and business leaders, not just report on them

Think bigger, talent brand and AI

  • Own our talent brand: shape how candidates experience ShipMonk at every stage, and how we tell our story to compete for both hourly and specialized talent
  • Bring AI into recruiting: evaluate and introduce AI tools for sourcing, screening, and candidate engagement that make the team faster without losing the human judgment that makes hiring decisions good ones
  • Set the vision: bring a clear point of view on where talent acquisition should go next, and build the business case to get us there
Requirements
  • Proven experience leading talent acquisition across very different hiring types, high-volume hourly and specialized or executive search, ideally at a company with distributed warehouse or field operations
  • A track record of building recruiting processes and systems that scale, not just running a process someone else designed
  • Comfortable being hands-on early as a player-coach, and just as comfortable stepping back to lead a team once the system works
  • Experience leading searches for senior or executive roles, including roles new to the organization
  • A strong point of view on talent brand, plus real experience with or genuine curiosity about applying AI to recruiting
  • A confident, data-fluent communicator who can move between a warehouse floor conversation and an executive update in the same day
  • Willing and able to travel 25-30% across our sites and corporate offices

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