ZipRecruiter

Log In

1

Vp Talent Jobs (NOW HIRING)

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition practice and is accountable for its strategy, operating model, performance and continued evolution ...

Horizon Media

VP, Talent Acquisition

New York, NY

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition practice and is accountable for its strategy, operating model, performance and continued evolution ...

Horizon Media Inc.

VP, Talent Acquisition

Manhattan, NY · On-site

$175 - $210/hr

Role Overview Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition practice and is accountable for its strategy, operating model, performance and ...

Turn/River Capital

VP, Talent Partner

San Francisco, CA · On-site

$345K - $355K/yr

About the Role Turn/River is seeking a VP, Talent Partner to work directly with our portfolio companies to assess, design, and strengthen their executive and go-to-market organizations. This role ...

Turn/River

VP, Talent Partner

San Francisco, CA · On-site

$345 - $355/hr

About the Role Turn/River is seeking a VP, Talent Partner to work directly with our portfolio companies to assess, design, and strengthen their executive and go-to-market organizations. This role ...

next page

Showing results 1-20

All JobsVp Talent Jobs

Vp Talent information

See salary details

$79K

$170.9K

$251.5K

How much do vp talent jobs pay per year?

As of Sep 5, 2026, the average yearly pay for vp talent in the United States is $170,891.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,500.00 and $199,000.00 per year, depending on experience, location, and employer.

How does a VP of Talent collaborate with department leaders to align talent strategy with organizational goals?

A VP of Talent works closely with department heads to understand their team needs, future growth plans, and key business objectives. This collaboration ensures that hiring strategies, talent development programs, and succession planning align with the organization's overall goals. Regular meetings, strategic planning sessions, and cross-functional projects are common ways the VP of Talent partners with leaders to address workforce gaps, optimize team structures, and foster a culture that attracts and retains top talent.

What are the key skills and qualifications needed to thrive as a VP of Talent?

To thrive as a VP of Talent, you need deep expertise in talent acquisition, workforce planning, and organizational development, typically supported by a degree in human resources or a related field. Familiarity with HRIS platforms, applicant tracking systems (ATS), and professional certifications like SHRM-SCP or SPHR is highly beneficial. Exceptional leadership, strategic thinking, and strong interpersonal skills help drive culture and manage change across all levels of the organization. These skills ensure effective talent strategies that attract, develop, and retain top performers, fueling company growth and competitiveness.

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

AspectVp TalentTalent Acquisition Manager
Required CredentialsBachelor's degree, HR certifications, leadership experienceBachelor's degree, HR certifications, recruiting experience
Work EnvironmentStrategic leadership, executive collaborationOperational recruiting, candidate sourcing
Employer & Industry UsageLarge corporations, HR leadership teamsMid-sized to large companies, recruiting departments
Common Search & ComparisonYesYes

The Vp Talent typically holds a strategic leadership role overseeing talent acquisition and HR strategies at an executive level, while a Talent Acquisition Manager focuses on managing recruiting processes and hiring operations. The Vp Talent is more involved in high-level planning and organizational talent strategies, whereas the Talent Acquisition Manager handles day-to-day recruitment activities.

More about Vp Talent jobs

What cities are hiring for Vp Talent jobs?

Cities with the most Vp 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 Vp Talent jobs?

States with the most job openings for Vp Talent jobs include:

Vp Talent jobs near you
Infographic showing various Vp Talent job openings in the United States as of August 2026, with employment types broken down into 81% Full Time, 11% Part Time, and 8% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $170,891 per year, or $82.2 per hour.

Vice President, Talent Acquisition

24 Seven Talent

Manhattan, NY • Hybrid

Full-time

Re-posted 15 days ago

Job description

Vice President, Talent Acquisition
Seeking a Vice President, Talent Acquisition to lead and modernize an enterprise recruiting function for a complex, fast-paced organization. This senior leader will shape talent acquisition strategy across corporate, specialized, executive, temporary, and early-career hiring while building the systems, processes, and leadership capability needed to support ongoing growth.

This is a hybrid role based in Manhattan.
NYC Metro Area candidates only. Relocation is NOT available.

Position Summary
The VP of Talent Acquisition will oversee enterprise recruiting strategy, operating effectiveness, team leadership, and recruiting innovation. This person will partner closely with executive and HR leadership to align hiring plans with business priorities, improve execution across teams, and create a more data-driven, scalable, and forward-looking talent acquisition model.
What You'll Lead

  • Set the vision and multi-year roadmap for talent acquisition across full-time, executive, temporary, and specialty hiring.
  • Advise senior leaders on hiring strategy, talent market conditions, organizational needs, and workforce tradeoffs.
  • Prioritize recruiting resources across competing business demands and high-impact searches.
  • Build consistent standards for candidate experience, interviewing, assessment quality, and hiring process discipline.
  • Translate business growth plans into practical recruiting strategies, timelines, and execution models.
  • Use market intelligence and hiring data to guide decisions related to talent availability, search feasibility, and organizational capability gaps.

Operational Leadership

  • Oversee the talent acquisition operating model, including team structure, service delivery, escalation paths, and accountability.
  • Establish performance metrics and operating reviews across hiring speed, pipeline health, source effectiveness, quality, and experience.
  • Partner cross-functionally with HR, Finance, Legal, Operations, and systems stakeholders to maintain compliant, scalable hiring practices.
  • Lead vendor strategy, external partnerships, and recruiting-related investments.

People Leadership

  • Lead and develop a team of talent acquisition leaders, managers, and recruiters through clear goals, coaching, and accountability.
  • Strengthen organizational capability through succession planning, leadership development, and thoughtful team design.
  • Drive change management across recruiting transformation initiatives, including process, structure, and technology adoption.

Technology & Innovation

  • Own the recruiting technology and innovation roadmap, including ATS, CRM, sourcing tools, analytics, automation, and AI-enabled solutions.
  • Evaluate new tools and workflows with a focus on business value, user adoption, data quality, governance, and risk.
  • Partner with Learning and Development to build capability across recruiter effectiveness, stakeholder influence, data literacy, and responsible technology use.

Ideal Background

  • 12+ years of progressive talent acquisition experience in complex, multi-functional organizations.
  • Significant experience leading leaders, including directors, recruiting managers, or senior talent acquisition professionals.
  • Track record of building enterprise recruiting strategy, operating models, and measurable performance standards.
  • Strong executive presence with experience influencing senior stakeholders and navigating competing business priorities.
  • Expertise in recruiting analytics, workforce planning, executive search, contingent talent, and vendor management.

Apply