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Vp Talent Jobs (NOW HIRING)

Bancorp Bank

$160 - $220/hr

The VP Talent Acquisition Manager role is responsible for serving as a player-coach, directly managing and developing members of the Talent Acquisition team while maintaining a targeted requisition ...

Bancorp Bank

VP Talent Acquisition Manager

Wilmington, DE · On-site

$140 - $200/hr

The VP Talent Acquisition Manager role is responsible for serving as a player-coach, directly managing and developing members of the Talent Acquisition team while maintaining a targeted requisition ...

New

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 important moment in the company's evolution. Reporting to the Chief People Officer, this role will ...

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Showing results 21-40

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

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What are the most commonly searched types of Talent jobs?

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What states have the most Vp Talent jobs?

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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.

VP, Talent Acquisition & Enablement

Norwegian Cruise Line Holdings Ltd

Miami, FL • On-site

Full-time

Posted 5 days ago

Job description

GROW YOUR CAREER WITH US
At Norwegian Cruise Line Holdings (NCLH), we know our future success depends on our ability to attract and retain the very best talent. Our brands deliver vacations of a lifetime with innovative product offerings, a high level of service and unique guest experiences aboard each vessel and we're continually seeking applicants who are passionate about hospitality and committed to being their personal best. As you learn more about our company, we think you will agree that there is no better time than now to become a member of the NCLH family!
APPLY ONLINE
If you're interested to be considered for this position, please click the blue APPLY button at the top of the page to get started. All candidates must complete an on-line application to be considered.
JOB SUMMARY
NCLH is in the midst of a company-wide turnaround, and the strength of our talent pipeline is a direct lever on that outcome. The VP, Talent Acquisition & Enablement owns the end-to-end recruitment function across NCLH's global workforce and brands, advancing a scalable, enterprise-wide talent acquisition model that supports a diverse range of professional and operational talent needs.
This role is both an operator and an architect: leading day-to-day hiring execution while evolving the operating model, technology stack, vendor ecosystem, and employer brand that will carry NCLH's talent attraction strategy forward. The VP will own external search and staffing agency spend,
strengthen governance and cost discipline, and build the forward-looking, technology-enabled recruitment capability the business needs to scale efficiently as the turnaround progresses.
KEY RESPONSIBILITIES
Enterprise Talent Acquisition Leadership
  • Own enterprise recruitment strategy and execution across NCLH's global workforce, supporting a broad range of corporate, professional, technical, and operational talent segments across brands and geographies.
  • Set hiring standards and service-level expectations across all NCLH brands (NCL, Luxe, Shared Services), ensuring consistent candidate experience and quality-of-hire benchmarks.
  • Partner with HR Business Partners and business leaders to translate workforce plans into proactive, forward-looking hiring pipelines rather than reactive requisition fulfillment.

Process Optimization & Governance
  • Audit and re-engineer end-to-end recruitment processes (requisition intake, sourcing, screening,
    offer, onboarding handoff) to remove redundancy and reduce time-to-fill.
  • Establish consistent, scalable recruiting practices, tools, and vendor governance across brands and talent
    segments within an enterprise operating model.
  • Establish standard recruitment metrics and a reporting cadence (time-to-fill, cost-per-hire, source
    effectiveness, offer-acceptance, diversity of slate) to drive continuous improvement.

Vendor & External Spend Management
  • Own the full external search and staffing agency portfolio, optimizing vendor relationships and
    renegotiating terms to reduce reliance on contingent search fees.
  • Build a preferred-vendor and tiered-sourcing strategy that reserves external search spend for
    genuinely hard-to-fill or executive-level roles.
  • Establish governance and approval controls for external recruitment spend in partnership with Total Rewards and Finance.

Recruitment Technology & Scalability
  • Define and execute a forward-thinking recruitment technology roadmap (ATS, CRM, sourcing/AI-assisted screening tools, and specialized workforce platforms) that is scalable to changing hiring volumes and the complexity of a global workforce.
  • Partner with the HR Technology, Transformation & Insights COE to ensure recruitment systems integrate cleanly with the broader Workday and HR technology ecosystem.
  • Evaluate and pilot emerging talent technology (AI sourcing, skills-based matching, automated scheduling) to increase recruiter capacity without adding headcount.

Employer Brand & Talent Attraction
  • Build and steward NCLH's employer brand narrative, positioning the company competitively across professional, technical, and operational talent markets globally.
  • Lead employer branding initiatives (careers site, social/digital presence, campus and strategic talent partnerships) that support turnaround-era talent attraction goals.
  • Represent NCLH's talent brand externally, including strategic industry and talent partnerships addressing critical workforce supply needs.

Team Leadership
  • Build, coach, and lead a high-performing talent acquisition team spanning multiple talent segments, geographies, and sourcing specialties.
  • Model the company's core behaviors (collaboration, urgency, accountability, ownership, adaptability) in leading the function through change.

QUALIFICATIONS
Required:
  • 10+ years of progressive talent acquisition leadership experience, including at least 5 years leading TA at an enterprise or multi-brand scale.
  • Demonstrated experience consolidating fragmented recruiting functions, vendor ecosystems, or
  • technology stacks in a matrixed organization.
  • Track record of managing significant external search/agency spend and driving measurable cost reduction. Experience building or scaling recruitment technology (ATS/CRM implementations, AI-enabled sourcing tools).
  • Strong executive presence and ability to partner directly with CHRO, ELT, and business unit leaders.

Preferred:
  • Experience leading talent acquisition for complex, multi-segment workforces, including corporate/professional and/or high-volume operational populations.
  • Hospitality, travel, cruise, maritime, airline, or other complex, high-volume industry experience.
  • Familiarity with global/expatriate hiring considerations and international workforce mobility.
  • Experience operating within a company undergoing a public turnaround or transformation.

SUCCESS MEASURES
  • Reduction in time-to-fill and cost-per-hire across enterprise requisitions and key talent segments.
  • Measurable reduction in external search/agency spend as a percentage of total hires.
  • Improved governance, efficiency, and standardization across recruitment vendors and technology
    platforms.
  • Improved quality-of-hire and retention metrics for roles filled during the turnaround period.
  • Strengthened employer brand metrics (applicant volume/quality, offer-acceptance rate, candidate
    NPS).

ABOUT NCLH
Norwegian Cruise Line Holdings Ltd. (NYSE: NCLH) is a leading global cruise company which operates the Norwegian Cruise Line®, Oceania Cruises® and Regent Seven Seas Cruises® brands. The combined brands currently operate 32 ships, employ over 35,000 shipboard crew from more than 110 different countries and visit approximately 700 different port destination each year.
LEARN MORE ABOUT OUR COMPANY:
At a Glance
Brand Overview
Norwegian Cruise Line
Oceania Cruises
Regent Seven Seas Cruises
New Releases
EQUAL OPPORTUNITY EMPLOYER
It is Norwegian Cruise Line Holding's policy not to discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, and marital or veteran status.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.

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