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Vp Talent Strategy Jobs (NOW HIRING)

Oura

VP, Talent Acquisition

San Francisco, CA · On-site

Oura is seeking a Vice President, Talent Acquisition to lead our global recruiting function at an ... This leader will guide global Talent Acquisition strategy, team leadership, recruiting operations ...

fidf.org

VP, People Operations & Culture

Manhattan, NY · On-site

$180K - $220K/yr

The VP serves as a key architect of organizational culture, talent strategy, and workforce planning. Central to this role is advancing the One FIDF vision - unifying all offices under a shared ...

Lumanity

Vice President, Regulatory Strategy

This role partners with the SVP & Practice Lead to shape the future direction of Lumanity ... Shapes regulatory talent strategy through succession planning, mentorship of senior regulatory ...

Lumanity

Vice President, Regulatory Strategy

This role partners with the SVP & Practice Lead to shape the future direction of Lumanity ... Shapes regulatory talent strategy through succession planning, mentorship of senior regulatory ...

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How much do vp talent strategy jobs pay per year?

As of Sep 10, 2026, the average yearly pay for vp talent strategy 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.

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Infographic showing various Vp Talent Strategy 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 89% Physical, 4% Hybrid, and 7% Remote job distribution, with an average salary of $170,891 per year, or $82.2 per hour.

Vice President of Talent Acquisition

Overland Park, KS • On-site

Propio
Recruiting and Staffing Services • 1 - 10 employees
Learn more about Propioexternal

Full-time

Re-posted 18 days ago

Propio rating

6.1

Company rating: 6.1 out of 10

Based on 9 frontline employees who took The Breakroom Quiz

Job description

Description

Position Summary

The Vice President of Talent Acquisition at Propio leads the company's "Dream Team" strategy, building world-class talent pipelines that support aggressive growth and long-term business success. This role partners closely with senior leadership to align talent acquisition with organizational objectives and market demands. Responsible for global recruiting operations, employer branding, talent intelligence, and hiring innovation, the VP creates scalable, data-driven processes that attract exceptional talent across all functions while fostering a diverse, high-performing workforce and an outstanding candidate experience.


Key Responsibilities

  • Strategic Leadership: Translate long-term business objectives into global talent acquisition strategies, ensuring scalable hiring processes for AI, data, engineering, and corporate divisions. 
  • Executive Partnership: Advise Senior Leaders on talent market trends, organizational design, and workforce planning. 
  • The Keeper Test: Coach hiring managers on maintaining high talent density and constantly evaluating the team so that every role is filled by a high performer. 
  • Market Intelligence: Continuously analyze the market to structure top-of-market compensation packages to attract and      retain elite industry professionals.
  • Operational Excellence: Optimize Applicant Tracking Systems (ATS), recruiting operations, and data analytics to improve candidate quality. 
  • Employer Branding: Elevate Propio's employe value proposition to attract top-tier global talent in highly competitive fields like engineering, data, AI, and.
  • Team  Development: Build, mentor, and scale a high-performing global recruiting organization capable of delivering exceptional hiring outcomes across executive, professional, and high-volume talent segments.

Requirements

  • Experience: Progressive talent acquisition experience, ideally in a fast-paced tech, data, or AI company, with multiple years in a senior leadership role. 
  • Business Acumen: Ability to view talent strategy through a financial and business lens rather than a traditional administrative one.
  • Data-Driven Mindset: Deep understanding of recruiting analytics, workforce planning, and market mapping to present actionable insights.
  • Domain Expertise: Demonstrated success scaling both deep technical and aggressive Go-To-Market teams.
  • Communication: Exceptional communication and candor to challenge leadership and drive engagement.

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