PulteGroup

Job Summary:

As the Vice President of Talent Attraction & Acquisition, you will be responsible for creating and driving employment branding and talent acquisition strategies to strengthen the organization's capability and capacity by ensuring it has the talent to meet current and future business needs. This role ranges in responsibility from strategic planning to tactical execution and includes the implementation of talent attraction and acquisition programs that positively strengthen the organization's capabilities in attracting, assessing, and selecting top talent. You will closely partner with business leaders and our people and culture teams to gather input, develop creative strategies, build, and enhance the talent attraction & acquisition service delivery model with an emphasis on exploring ways to increase the diversity of our workforce through intentional programs and partnerships with key stakeholders. This role will report to the Executive Vice President & Chief People Officer and will frequently interact with other internal and external team members, including PulteGroup senior leaders. This is an opportunity to build a world-class talent attraction & acquisition function and operating model which will have immediate and direct impact on PulteGroup’s ongoing success!

Primary Job Responsibilities:

Develop and Lead Enterprise Talent Attraction and Acquisition COE

• Develop comprehensive talent acquisition strategies aligned with organizational goals and objectives, aligning resources and scalable solutions to meet changing business needs.
• Build and lead a team of talent acquisition professionals ranging from seasoned subject matter experts to early career Talent and Sourcing Specialists
• Support development and execution of individual and team development plans.
• Oversee complex, cross-functional projects and processes in a way that increases team collaboration, builds on a shared vision, and influences results for enterprise-wide solutions.

Lead Recruitment Efforts

• Drive company-wide talent planning processes through partnerships with people & culture crew and business leaders to identify talent needs, forecast future hiring requirements and develop creative strategies to attract, source, and select talent, building a diverse a talent pipeline.
• Establish repeatable approaches for large volume recruiting of sales, construction, procurement, customer care, mortgage and manufacturing personnel in local markets across the United States.
• Optimize the candidate experience through streamlined processes and communication strategies that focus on the candidate journey and seamless transitions from candidate to employee.

Build Employer Brand

• Build and promote the PulteGroup employer brand to attract top talent, by developing brand story and messaging, defining the employer value proposition, and leading branding initiatives.
• Identify and optimize branding channels to maximize brand exposure, enhancing the organization’s reputation as an employer of choice.
• Partner with cross functional stakeholders to identify organizational stories celebrating the people and purpose of PulteGroup, while ensuring consistency in our brand messaging approach

Implement Diverse Sourcing Strategies

• Identify and implement progressive sourcing strategies including networking, social media, candidate databases, trade school early talent development programs, professional societies, intern recruiting, referral program, and diversity organizations to provide access to top tier talent.
• Oversee vendor management for contingency and retained search and other recruiting solutions.
• Lead internal recruitment strategies to strengthen transparency to job openings that support career growth.

Leverage Technology and Data Analytics / Process Improvement

• Establish KPIs and effective routines to drive accountability and achieve desired results.
• Stay abreast of industry best practices and technology to drive enhancements to Talent Acquisition's processes and systems, experiment with new ideas.
• Monitor and communicate external labor market/work force trends to senior leadership; devise strategies to leverage or mitigate trends.
• Measure Talent Attraction and Acquisition effectiveness using performance metrics, demand/capacity planning, management dashboards, audit procedures, and industry/functional standards.
• Lead and leverage process improvement strategies to optimize the use of new and existing tools, drive adherence to company policies, and enhance existing processes and their business impact.

Management Responsibilities:

• Ensures appropriate staffing to meet department needs
• Utilizes recruiting and selection tools/processes to build organizational talent
• Delegates work according to employee’s abilities and skills
• Evaluates employee’s performance and plans for compensation actions in accordance with that performance
• Provides developmental opportunities through identification of internal and external training opportunities
• Creates opportunities for employee growth
• Provides continuous coaching with regard to functional and leadership standards (technical skills and behaviors)

Scope:

• Decision Impact: Organizational
• Department Responsibility: Yes
• Budgetary Responsibility: Yes
• Direct Reports: Yes
• Indirect Reports: No
• Physical Requirements: None

Required Education/Experience:

• Minimum Bachelor’s Degree in Human Resources, Business Administration, Psychology or a related field (preferred)
• Master’s Degree (preferred)

Required Knowledge/Skillsets:

• Related Functional Experience: 10+ years of progressive Human Resources or related experience in a high-volume environment working across career levels and varying functional groups. Demonstrated results using creative methods
• Experience managing TA in a highly decentralized organization with emphasis on industrial, skilled-labor environment, with deep knowledge in regional and local recruiting models preferred.
• 8+ years of progressive management experience with demonstrated ability to build and manage high performing teams across recruiting functions including high volume regional recruiting. In addition, expertise in diversity and campus recruiting.
• Ability to lead organization-wide initiatives, including the ability to bring diverse groups of individuals at varying levels of an organization together to work towards a common goal.
• Strong strategic thinking skills with an ability to articulate a clear, compelling vision, use data to inform decisions, and translate strategy to plan to action.
• Demonstrated consultative and proactive leadership style.
• Excellent oral, written and presentation communication skills with the ability to distill complex ideas and communicate across the organization on behalf of the business unit or function.
• Inspire teams of both on-site and remote recruiting professionals through leadership, coaching, and mentoring.
• Experience evaluating, implementing, and managing multiple vendor partners including retained search, contingency search, research and RPO.
• Experience implementing an applicant tracking systems, candidate relationship management systems and driving process improvement initiatives using formal project and change management.
• Proven experience setting key performance indicators and targets, presenting key metrics to management, and making data driven decisions.
• Strong work ethic and high degree of self-motivation.
• Self-starter who cares deeply about work quality.

PulteGroup, Inc. and its affiliates do not accept unsolicited resumes from individual recruiters or third party recruiting agencies (collectively, “Recruiters”) in response to job postings. If Recruiters nevertheless submit one or more unsolicited resumes to any employee at PulteGroup, Inc. or its affiliates without a valid written agreement in place for this position, it will be deemed the sole property of PulteGroup, Inc. and its affiliates. No fee will be owing or paid to Recruiters who submit unsolicited candidates, in the event the candidate is hired by PulteGroup, Inc. or its affiliates as a result of the referral, without a written agreement between PulteGroup, Inc. and through any means other than via our Applicant Tracking System.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. We will provide a reasonable accommodation to a qualified applicant with a disability that will enable the individual to have an equal opportunity to participate in the application process and to be considered for a job.

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Pulte Homes of Minnesota is an equal employment opportunity/affirmative action employer.

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