VP, Talent Acquisition

Role Overview

Job Description 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 across full-time, temporary, executive and specialized hiring. Reporting to the Senior Vice President, Talent Acquisition & Learning and Development, the VP leads through Directors and other TA leaders, advises senior executives on workforce and talent tradeoffs, allocates resources across competing business priorities and ensures consistent, equitable and data-informed hiring.

This leader translates enterprise talent priorities into scalable programs, technology, governance and measurable results while building a continuous-learning culture and the technological agility required for Talent Acquisition to evolve with new platforms, data capabilities and AI.

Set and evolve Horizon's enterprise Talent Acquisition strategy and multi-year roadmap across full-time, temporary, executive, early-career and specialized hiring. Serve as the senior Talent Acquisition advisor to executive and HR leadership, translating business plans, workforce needs, financial realities and talent-market conditions into clear recommendations and decisions. Own enterprise prioritization and resource-allocation decisions when hiring needs exceed available capacity; make transparent tradeoffs across businesses, functions, clients and levels.

Translate growth, new-business, client-transition and organizational-change plans into recruiting timelines, resource models, risk assessments, governance and execution strategies. Represent Talent Acquisition in HR leadership, Center of Excellence and cross-functional forums and connect the function's strategy to workforce planning, internal mobility, performance, DEI, employer brand and learning priorities. Provide executive-level market intelligence and a forward-looking point of view on talent availability, compensation, location, competitive dynamics, candidate expectations and emerging workforce trends.

Advise executive leaders on critical role design, search feasibility, succession gaps, capability risks and the tradeoffs between hiring, developing, redeploying or using flexible talent. Set the tone for ethical judgment, confidentiality and balanced advocacy across candidate, employee and business interests.

• Establish enterprise principles for equitable hiring, candidate experience, assessment quality, interview discipline, data accuracy and stakeholder accountability.
• Represent Talent Acquisition in HR leadership, Center of Excellence and cross-functional forums and connect the function's strategy to workforce planning, internal mobility, performance, DEI, employer brand and learning priorities.
• Provide executive-level market intelligence and a forward-looking point of view on talent availability, compensation, location, competitive dynamics, candidate expectations and emerging workforce trends.
• Advise executive leaders on critical role design, search feasibility, succession gaps, capability risks and the tradeoffs between hiring, developing, redeploying or using flexible talent.
• Set the tone for ethical judgment, confidentiality and balanced advocacy across candidate, employee and business interests.

Govern the Talent Acquisition operating model, including business coverage, role clarity, service levels, decision rights, escalation paths and standards across portfolios. Oversee hiring-demand and capacity forecasting and determine the appropriate mix of internal recruiters, temporary support,…