Position Summary...What you'll do...Role Summary: The Director oversees multiple recruiting teams or functions, building hiring strategies directly tied to product roadmaps and execution milestones. This role advises VPs on speed vs. cost vs. quality trade-offs, builds bench strength and succession depth, and anticipates capability gaps tied to growth initiatives.
Key Responsibilities: - Builds hiring strategies directly tied to product roadmaps and execution milestones. - Builds bench strength and succession depth across the team. - Builds hiring forecasts based on historical trends and evolving business demand. - Leads cross-team workflow improvements that remove recurring bottlenecks. - Advises VPs on speed vs. cost vs. quality trade-offs in hiring. - Anticipates capability gaps tied to growth initiatives or transformation efforts.
Core CompetenciesEnterprise Talent Strategy & Leadership:The ability to align talent direction to business outcomes and translate enterprise priorities into focused, executable hiring plans. - Builds hiring strategies directly tied to product roadmaps and execution milestones. - Advises leaders on skill mix, sequencing, build vs. buy trade-offs, and location implications. - Surfaces capability gaps before they slow delivery or create operational risk. - Uses market data to test whether hiring goals are achievable. - Integrates workforce planning into business reviews and investment discussions.
People Leadership & Capability Building: The ability to build, coach, and scale recruiting teams that consistently deliver high-quality hiring outcomes. - Builds bench strength and succession depth across the team. - Raises capability standards across sourcing, assessment, and executive partnership. - Addresses performance gaps quickly and clearly. - Creates defined growth paths that strengthen long-term team capability. - Drives consistent expectations across regions or business units.
Talent Analytics & Evidence-Based Leadership: The ability to use recruiting data, market intelligence, and performance signals to guide decisions, challenge assumptions, and improve hiring outcomes. - Builds hiring forecasts based on historical trends and evolving business demand. - Defines quality indicators beyond time-to-fill (conversion health, calibration drift, offer stability). - Uses data to push back when expectations do not match market reality. - Connects funnel performance and hiring outcomes to delivery risk and team productivity.
Recruiting Operating Model & Systems Governance: The ability to design, improve, and evolve recruiting processes and systems that deliver speed, quality, and consistency at scale. - Leads cross-team workflow improvements that remove recurring bottlenecks. - Implements tools or automation that meaningfully improve speed or quality. - Tests new approaches when existing processes limit performance. - Standardizes best practices across teams or regions. - Balances efficiency gains with hiring quality and candidate experience.
Executive Advisory & Strategic Influence: The ability to operate effectively in senior forums, challenge assumptions with evidence, and influence enterprise talent decisions. - Advises VPs on speed vs. cost vs. quality trade-offs in hiring. - Pushes back when timelines or expectations do not align with market supply. - Leads talent discussions in business reviews with confidence and clarity. - Helps leaders prioritize when budget or capacity is constrained.
Future-Ready Workforce Architecture: The ability to assess current and future skill needs, identify structural capability gaps, and align hiring direction to evolving business priorities. - Anticipates capability gaps tied to growth initiatives or transformation efforts. - Advises leaders on skill mix, sequencing, and hiring implications of business shifts. - Aligns hiring plans to changing investment priorities. - Brings talent data and market signals into workforce planning discussions.
At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable.
For information about PTO, see https://one.walmart.com/notices.
Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart.
The annual salary range for this position is $110,000.00 - $220,000.00
Additional compensation includes annual or quarterly performance bonuses.
Additional compensation for certain positions may also include :
- Stock
ㅤ
ㅤ
ㅤ
ㅤ
Minimum Qualifications...Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Option 1: Bachelor’s degree in business, human resources, or related area and 5 years’ experience in human resources, talent acquisition, or related area.
Option 2: 7 years’ experience in human resources, talent acquisition, or other area.
3 years’ supervisory experience or experience leading cross-functional teams.
Preferred Qualifications...Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Master's degree in Business, Human Resources, or related field, Professional in Human Resources certification
Masters: Business, Masters: Human Resources
Human Resources - Professional HR (PHR) CERTIFICATION - Certification
Primary Location...806 Excellence Dr, Bentonville, AR 72716, United States of America
