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Vp Talent Jobs (NOW HIRING)

Adventhealth

Analyze current talent acquisition processes, identifying process efficiencies, gaps and determining go forward process plans, i.e. identify and implement "best practices" and workflows across the ...

MSCI

VP - Talent Acquisition Specialist

Manhattan, NY · On-site

$128K - $162K/yr

As a Vice President on the team, you will own a portfolio of searches end to end and act as a trusted advisor to senior hiring managers, shaping how they define, assess, and select talent. You will ...

Baylor Genetics

VP Talent Acquisition

Houston, TX · On-site

Act as a strategic advisor to senior leadership on talent market trends, hiring risks, and workforce planning. * Ensure all recruiting practices comply with applicable employment laws and internal ...

fortitude

AVP, Talent Management

Jersey City, NJ · On-site

Performance management Job Summary The Assistant Vice President, Talent Management will coordinate and support the Company's learning and development and performance management projects, processes ...

MSCI Inc

VP - Talent Acquisition Specialist

Manhattan, NY · On-site

$180 - $280/hr

As a Vice President on the team, you will own a portfolio of searches end to end and act as a trusted advisor to senior hiring managers, shaping how they define, assess, and select talent. You will ...

Great Minds

Vice President, Talent Strategy

Boston, MA · On-site +1

Coach leaders on critical talent identification to provide clear visibility into bench strength, succession plans, and development priorities. * Lead the Inclusion & Belonging agenda by reviewing the ...

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Vp Talent information

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$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.

VP, Talent Acquisition

National Corporate Housing

Greenwood Village, CO • On-site

$167K - $184K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 10 days ago

Key responsibilities

  • Lead the development and execution of the company's talent acquisition strategy and operational plans.

  • Build and establish the Talent Acquisition infrastructure, processes, and reporting systems.

  • Hands-on in full-cycle recruiting, sourcing, screening, and closing critical roles.

Job description

Director, Talent Acquisition
National Corporate Housing | Home, Wherever You Are
National Corporate Housing is seeking an experienced, driven, and action-oriented Director, Talent Acquisition to lead our Talent Acquisition Team. The ideal candidate is results-driven, and passionate about shaping and executing a company-wide talent acquisition strategy. At National, we don't just provide housing-we create home-like experiences for global business travelers and relocating professionals. With 28+ offices worldwide, we're a trusted leader in customized corporate housing and 360-degree services that make transitions seamless.
Expectations for Success:
  • Partners with the Chief Human Resources Officer to develop and execute NCH's Talent Acquisition strategy, workforce planning, and operational plans.
  • Builds and stands up NCH's core Talent Acquisition infrastructure - processes, playbooks, and reporting cadence - largely from the ground up.
  • Leads, coaches, and hands-on develops a team of Talent Acquisition Specialists who operate in a matrix structure (solid line to this role, dotted line to market Regional Directors), instilling operating discipline and consistent recruiting standards.
  • Assesses team performance and capability, and implements coaching, training, and performance management plans to develop the Talent Acquisition team into a high performing team over time.
  • Leads the hiring and onboarding of new Talent Acquisition Specialists - including a planned expansion of three additional Specialists - raising the overall skill level of the team.
  • Works hands-on in full-cycle recruiting alongside the team, personally sourcing, screening, and closing critical roles to model standards and maintain capacity during team build-out.
  • Designs and leads NCH's behavioral-based interviewing program, built around the Ideal Team Player model (Humble, Hungry, Smart), and trains the team to apply it consistently.
  • Builds NCH's Talent Acquisition employer brand and value proposition, develops related recruiting collateral (career site content, social and print materials, candidate-facing communications), and leads key Talent Acquisition programs (e.g., referral, campus/intern, alumni) that strengthen the pipeline.
  • Builds and maintains a robust, proactive talent pipeline across NCH's markets.
  • Establishes recruiting KPIs and reports hiring outcomes, team performance, and infrastructure progress to the Chief Human Resources Officer.

Who You Are:
  • Required: hands-on experience with UKG; NCH uses UKG for all HR functions, including Talent Acquisition.
  • 7+ years of full-cycle recruiting experience, with demonstrated ability to personally run searches hands-on, not only oversee them.
  • Experience building or significantly overhauling recruiting infrastructure, processes, or operating discipline within a team or function.
  • Experience coaching or performance managing a team to raise capability and results.
  • Experience building employer brand, value proposition and recruiting marketing collateral, and running key TA programs (e.g., referral, campus/intern, alumni).
  • Experience managing a team with matrixed/dotted-line reporting relationships.
  • Comfortable partnering directly with senior HR leadership on strategy and hands-on execution at the same time.
  • Demonstrated experience designing or implementing behavioral-based interviewing programs.
  • Genuine alignment with, and ability to select for, the Humble/Hungry/Smart (Ideal Team Player) model.
  • Knowledge of employment laws and regulations relevant to recruiting and selection across multiple states.

Benefits:
  • Competitive Base Salary - $167,500-$184,900
  • Performance based bonus=15% of base salary
  • Medical, dental, and vision insurance options
  • 401k plan with discretionary match
  • Company paid life insurance, short term disability, and long term disability
  • Supplemental life insurance, critical illness, accident, and identity theft protection
  • Inclusive Awards and Recognition Program
  • Vacation, sick, and floating holidays
  • Paid time off
  • Paid volunteer time
  • Wellness program
  • Complimentary use of corporate apartments for vacation or travel (when available)
  • National is a drug & alcohol-free workplace. Please note that we conduct a 5 panel drug screen after a contingent offer has been made.

Additional Information:
Fair Labor Standards Act (FLSA): Exempt
Will not provide assistance with relocation costs
National Corporate Housing is an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, religion, veteran status, or any other characteristic protected by applicable law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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