Director, Talent Acquisition

The Director, Talent Acquisition is an enterprise leader responsible for setting recruiting strategy, aligning TA resources to business priorities, and ensuring the company has the recruiting capability required to meet current and future workforce needs.

The Director owns the TA operating model, standards, governance, resource planning, recruiting programs, vendor strategy, technology roadmap, employer brand alignment, workforce planning partnership, and hiring performance across sites and functions.

Success requires executive partnership, strategic workforce thinking, people leadership, operational discipline, data-informed decision-making, and the ability to position Talent Acquisition as a strategic business capability.

Responsibilities

• Set enterprise TA strategy, operating cadence, governance, performance expectations, and hiring standards.
• Lead recruiting teams, recruiting managers, senior recruiters, program leads, recruiting operations, or related TA resources.
• Partner with executive leaders, HR, finance, compensation, operations, engineering, manufacturing, and business leadership on workforce planning and hiring priorities.
• Translate workforce demand, growth plans, and business risk into recruiting capacity, sourcing, budget, and resource plans.
• Oversee recruiting metrics, executive reporting, requisition prioritization, demand planning, process governance, and stakeholder engagement models.
• Build recruiter capability through standards, training, coaching, performance management, career pathing, and succession planning.
• Lead enterprise programs such as early careers, military talent, technical sourcing, manufacturing hiring, sprint hiring, internal mobility, employer brand, or agency reduction.
• Own vendor strategy, agency governance, recruiting technology, process automation, AI-enabled workflow adoption, and related risk controls.
• Ensure compliance, confidentiality, ethical hiring standards, candidate experience expectations, and consistent hiring practices.

Required Qualifications

• Bachelor's degree or equivalent combination of education and experience.
• 10+ years of progressive experience leading talent acquisition, recruiting, staffing, workforce planning, or related HR functions.
• Experience managing recruiters, recruiting managers, sourcers, program leads, recruiting operations, or cross-functional TA teams.
• Experience setting recruiting strategy, operating cadence, performance metrics, resource plans, and stakeholder engagement models.
• Experience partnering with senior or executive leaders on workforce planning, hiring demand, talent risk, and business priorities.
• Strong knowledge of full lifecycle recruiting, sourcing strategy, candidate assessment, offer strategy, compliance, and recruiting operations.
• Ability to interpret recruiting data, workforce demand, pipeline health, capacity constraints, cost, quality, agency usage, and process effectiveness.
• Experience managing vendors, agencies, recruiting technology, budget inputs, or service-level expectations.
• Strong people leadership, communication, executive presence, change leadership, and cross-functional influence skills.

Preferred Qualifications

• Master's degree in human resources, business administration, organizational leadership, workforce strategy, analytics, or a related field.
• Professional certifications such as SHRM-SCP, SPHR, AIRS CIR, AIRS CRP, project management, change management, or workforce planning certification.
• Experience leading TA transformation, operating model redesign, recruiting technology implementation, or enterprise process improvement.
• Experience supporting multi-site, matrixed, aerospace, defense, engineering, manufacturing, technical operations, or cleared hiring environments.
• Experience building early careers, military talent, internal mobility, employer brand, talent intelligence, sprint hiring, or specialized sourcing programs.
• Experience reducing agency dependency, negotiating vendor agreements, implementing preferred supplier models, or improving recruiting cost effectiveness.
• Experience developing executive-level reporting, dashboards, business cases, workforce plans, or hiring risk narratives.
• Experience with recruiting analytics, HR technology strategy, AI-enabled recruiting workflows, governance, ethical use standards, or productivity measurement.

ITAR REQUIREMENTS:

To conform to U.S. Government export regulations, certain positions may require applicants to be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here. 

EQUAL OPPORTUNITY EMPLOYER:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Karman is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform servicemember status; or any other protected class under federal, state, or local law. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and general treatment during employment.