Job Description

JDA TSG is seeking an experienced Vice President of Talent Acquisition to join their team. This is a full-time hybrid position in New York City, with the expectation of 3 days a week in-office.


CLIENT


JDA TSG is a fast-growing professional services and business process outsourcing company specializing in tax advisory services and managed services for premier Fortune clients across industries. They are committed to innovation, scalability, and operational excellence.


JDA TSG is a preferred global strategic and outsourcing partner of some of the biggest brands in the world. Their team of experts provides new perspectives and solves most critical operational challenges. Their mission is to deliver services that are effective, agile and scalable, designing every engagement to address the organization’s unique environment. The result is efficient operations, simplified complex programs, and a flexible strategy that provides space for business agility.


ROLE


JDA TSG is seeking a forward-thinking Vice President of Talent Acquisition to lead and transform their recruiting function to support their ambitious growth goals. Reporting to the Senior Vice President of Human Resources, the Vice President of Talent Acquisition will design and execute a strategic, scalable, and technology-driven recruitment function to meet the complex hiring needs of their diverse lines of business, including tax advisory services and managed services. This leader will be instrumental in implementing a new applicant tracking system (ATS), creating standardized processes, leveraging automation, driving recruitment marketing efforts, and managing relationships with third-party providers.


Key Responsibilities:

  • Strategic Leadership:

    • Develop and implement a comprehensive talent acquisition strategy aligned with the company’s growth objectives.

    • Partner with senior leaders to understand hiring needs and workforce planning across all business lines.

    • Drive recruitment efforts to support large-scale seasonal hiring for tax advisory services, as well as niche, high-impact roles in managed services.

  • ATS Implementation and Technology Optimization:

    • Lead the selection, implementation, and optimization of a new ATS to enhance recruiting efficiency and analytics.

    • Introduce technology and automation solutions to streamline recruitment workflows, candidate engagement, and reporting.

  • Recruitment Marketing and Employer Branding:

    • Partner with the Marketing team to develop and execute a recruitment marketing strategy to attract top talent across all business lines.

    • Strengthen the company’s employer brand to position it as an employer of choice in competitive markets.

    • Leverage social media, job boards, career sites, and other platforms to maximize candidate outreach and engagement.

  • Build Strategic Partnerships:

    • Establish and nurture partnerships with universities and professional associations organizations to build robust talent pipelines.

    • Collaborate with external organizations to support diversity, equity, and inclusion initiatives in recruitment efforts.

  • Third-Party Provider Management:

    • Manage relationships with third-party staffing agencies and recruitment providers to ensure alignment with company goals and standards.

    • Evaluate and optimize the use of external providers to complement internal recruiting efforts.

  • Process Standardization and Optimization:

    • Develop and enforce standardized recruiting processes to ensure consistency, efficiency, and compliance across the organization.

    • Create metrics and KPIs to measure the effectiveness of the talent acquisition function.

  • Team Building and Development:

    • Build and lead a high-performing talent acquisition team, including recruiters, sourcers, and coordinators.

    • Foster a culture of collaboration, accountability, and innovation within the recruiting team.

  • Stakeholder Engagement:

    • Collaborate with business leaders, HR, and hiring managers to understand role requirements and develop tailored recruitment strategies.

    • Act as a trusted advisor to the leadership team on market trends, competitive intelligence, and talent acquisition best practices.

  • Compliance and Reporting:

    • Ensure recruiting practices comply with applicable labor laws and regulations in both the U.S. and Canada.

    • Prepare and present regular reports to senior leadership on recruiting metrics, trends, and opportunities for improvement.


CANDIDATE


Qualifications:

  • Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred. SHRM certification preferred. 

  • 10+ years of experience in talent acquisition, including leadership roles in professional services or business process outsourcing companies.

  • Proven success in implementing and optimizing ATS systems.

  • Expertise in process standardization, automation, and data-driven decision-making.

  • Strong experience in recruitment marketing and employer branding initiatives.

  • Demonstrated success in managing and optimizing third-party staffing provider relationships.

  • Strong team-building skills with a track record of developing and mentoring recruiting professionals.

  • Familiarity with seasonal and large-scale hiring operations is a plus.

  • Exceptional communication, relationship-building, and stakeholder management skills.


WHAT THEY OFFER

  • Competitive compensation and benefits package.

  • The opportunity to shape and lead a strategic function in a high-growth environment.

  • A collaborative, innovative, and supportive workplace culture.


The compensation for this role is $150k-$175k plus bonus depending on experience.