Director of Talent Acquisition

Client & Employee Experience, Los Angeles, CA

Position Summary

The Director of Talent Acquisition plays a pivotal role in shaping the company’s workforce, ensuring that the organization attracts and retains top talent. This role involves developing and implementing recruitment strategies that uphold high standards of service and operational excellence. The director cultivates a workforce that aligns with long-term business objectives and fosters a competitive edge.

Duties and Responsibilities 

Strategic Planning and Leadership

  • Develop and implement strategies aligned with long-term strategic goals and workforce needs, emphasizing high-quality candidate attraction and advanced recruitment technologies.
  • Collaborate with senior management on workforce planning, analyzing external market conditions and internal business goals to ensure talent alignment and proactive hiring plans.
  • Monitor business growth, market trends, and industry developments to forecast future hiring needs. Develop hiring plans to maintain a robust talent pipeline, identify key roles, address potential skill gaps, and support talent development efforts for an internal labor market.

Recruitment Process

  • Oversee the recruitment department’s operations, managing the entire end-to-end process from open order intake and job postings to candidate sourcing, interviewing, and hiring.
  • Implement and optimize applicant tracking systems (ATS) and other recruitment technologies to streamline processes and enhance efficiency.
  • Ensure all recruitment practices comply with relevant local, state, and federal laws and regulations and aviation industry standards. Continuously monitoring legal updates and regulatory changes.
  • Develop and employ innovative sourcing methods to attract a diverse, high-caliber candidate pool that aligns with the company’s values. Leverage social media, networking events, employee referrals, and partnerships to expand reach.
  • Ensure a seamless and positive candidate experience throughout the recruitment process, from initial contact to onboarding. Foster clear communication, provide timely feedback, and create an engaging candidate journey to strengthen the company’s employer brand and improve retention rates.

Data Analysis and Reporting

  • Utilize data analytics to improve the efficiency and effectiveness of each step in the recruitment and hiring process. Use these insights to track important metrics including time-to-hire, cost-per-hire, and acceptance rate, among others.
  • Provide senior leadership with regular access to comprehensive, data-driven reports and actionable insights on recruitment metrics, market trends, and outcomes.
  • Analyze metrics to support strategic decision-making, ensuring that leadership can make informed choices that align with the company’s strategic goals and enhance overall recruitment effectiveness.

Talent Sourcing and Acquisition

  • Develop and maintain a pipeline of qualified candidates through diverse sourcing methods ensuring a steady flow of talent for various roles, staying ahead of staffing needs, and reducing the time and cost associated with filling positions.
  • Build and sustain a robust pipeline of potential candidates for critical and hard-to-fill roles, enabling the organization to promptly address vacancies and maintain workforce stability.
  • Oversee and regularly update the employee referral program, ensuring it remains effective and appealing. Encourage current employees to participate by offering attractive incentives.
  • Conduct regular and comprehensive training sessions to all involved in the recruitment process, covering both best practices and legal standards. Encourage ongoing professional development opportunities related to recruitment and talent assessment.
  • Support Development Department in identifying and nurturing internal candidates for future leadership and key roles, ensuring organizational continuity and stability through effective succession planning.
  • Collaborate with Development and Employee Engagement Departments and unit leaders to support talent development and retention initiatives.

Employer Branding and Market Response

  • Develop and implement initiatives aimed at creating, socializing, and solidifying a compelling employee value proposition (EVP) that resonates with current and potential employees and aligns with the organization’s overall brand identity and strategic goals.
  • Enhance the organization’s employer brand by showcasing its culture, values, mission, and vision by collaborating with the Marketing Department to create compelling content for social media, career pages, and marketing materials.
  • Strengthen applicant pools by actively participating in a diverse array of promotional activities, aimed at directly engaging with potential candidates and promoting the organization’s career opportunities.
  • Continuously evaluate the effectiveness of promotional efforts through metrics such as applicant conversion rates, candidate feedback, and employee referrals. Refine strategies accordingly.
  • Gather and analyze competitive intelligence such as hiring strategies, and compensation packages to benchmark the organization’s recruitment practices.
  • Stay abreast of industry and labor trends, continuously adapting recruitment strategies to respond to changes in the market.

Team Management and Development

  • Manage and mentor assigned team, fostering a collaborative and high-performing environment and a culture of continuous improvement.
  • Provide ongoing learning opportunities for recruitment team on the latest recruitment technologies, industry trends, and best practices. Encourage team members to pursue professional certifications and attend relevant conferences.

Competencies and Skills

  • Create strong customer relations and deliver customer-centric solutions.
  • Take on new opportunities and challenges with a sense of urgency and enthusiasm.
  • Work collaboratively with others to meet shared objectives.
  • Communicate a clear understanding of the needs of varied audiences and modes.
  • Gain the trust and confidence of others through honesty, integrity, and authenticity.
  • Make good and timely decisions that keep the organization moving forward.
  • Hold self and others accountable to commitments.
  • Be results-driven, consistently achieving objectives.
  • Be interpersonally savvy, relating openly and comfortably to all people.
  • Build teams that apply their diverse perspectives to achieve common goals.
  • Use feedback and reflection to gain self-awareness of strengths and weaknesses.)
  • Apply knowledge of business to advance the organization’s goals.
  • Optimize work processes, prioritizing efficiency, and continuous improvement.
  • Maneuver comfortably through policy and people-related organizational dynamics.
  • Actively seeks self-development opportunities and challenges.
  • Demonstrate situational adaptability as demands shift in different situations.

Supervisory Responsibilities

The position may require the supervision of various employees including individual contributors, managers, and project/program administrators.

Essential Job Functions

  • Ability to operate designated technology devices and programs.
  • Ability to work in the designated office and its environment as well as indoor and outdoor environments within airports including airside facilities, landside facilities, and terminal buildings.
  • Must be able to communicate verbally and in writing with internal and external stakeholders in a variety of small and large group settings.
  • If needed, must have a reasonable space to work from home/remotely with appropriate office set up.
  • Ability to work extended hours and in a flex schedule to meet the demands of the position.
  • Able to comply with any and all safety requirements necessary to perform the job safely.
  • Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.

Travel Expectations

Travel expectations range between 10% and 25%. Travel may occur seven days per week with possible prolonged overnight stays in national and international locations. A current passport and other possible travel documentation may be required.

Required Education and Experience

  • Bachelor’s degree in business administration, human resources, or a related field. Masters in Business Administration or equivalent is preferred. Additional experience is accepted in leu of education.
  • 10+ years-experience in talent acquisition or assessment.
  • Experience in the business aviation sector desired or in a similar highly regulated industry operating in a highly competitive labor market.
  • 5+ years-experience in leadership positions.
  • Experience managing and developing talent acquisition systems, processes, and teams.
  • Expertise in Applicant Tracking Systems (ATS) and other relevant technologies
  • Proficiency in a wide array of recruitment marketing strategies and employer branding.
  • Excellent knowledge of talent assessment methods including applicant screening and interview techniques to assess candidates thoroughly.
  • Excellent ability to extract and analyze data and unit metrics to inform decision-making.
  • Comprehensive understanding and application of legal requirements pertaining to recruitment practices.
  • Excellent writing, communication, and presentation skills.
  • Proficiency in full Microsoft Office suite. (Outlook, Word, Excel, Teams, and PowerPoint)

Disclaimer Statement

Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. This job description may not cover or contain a comprehensive listing of all assigned activities, duties, or responsibilities, and may be amended at any time. Employees may be required to perform other job-related assignments as requested.

Americans with Disabilities Act (ADA) Statement

In compliance with the Americans with Disabilities Act (ADA), Clay Lacy Aviation provides reasonable accommodation when requested by qualified individuals with disabilities unless such accommodation would cause an undue hardship. We encourage both prospective and current employees to discuss potential accommodations with a representative of the Office of Human Resources.


We are committed to supporting employees in their adoption of a healthier and more active lifestyle. We understand the contribution each employee makes to our accomplishments and so our goal is to provide a comprehensive program of competitive benefits to attract and retain the best employees available.

Through our benefits programs, we strive to support the needs of our employees and their dependents by providing a benefit package that is easy to understand, easy to access, and affordable for all our employees.

Our benefits are a valuable part of the total rewards that Clay Lacy Aviation offers you and your families. We offer you a robust benefits package and other resources that help you take care of yourself and your family.

  • Health Insurance – HMO and PPO options available
  • Dental Insurance – HMO and PPO options available
  • Vision Insurance
  • Life Insurance
  • Paid Vacation/Time Off
  • Paid Sick Time
  • Paid Holidays (9)
  • 401K Plan
  • Floating Holidays (2)
  • Pet Insurance
  • Identity Theft Protection Services
  • Employee Discounts to retailers, restaurants, and theme parks
  • Uber for Business

Equal Opportunity Employer

Clay Lacy Aviation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.