Dir, Talent Acquisition at Spirit Airlines

At Spirit, we live “More Fly.” It’s not just about getting from point A to B—it’s about feeling fly while you’re at it. For our Team Members, it means thinking BIG, taking action, making connections, and having a blast while doing it. From the station to the cockpit, the cabin to the computer, every day is an adventure as we redefine travel.

Soar with us and enjoy travel perks that bring you closer to what matters. Join a team that empowers you to bring your full self to work, grow personally and professionally, and fuel the communities we serve. At Spirit Airlines, the sky isn’t the limit—it’s just the beginning!

The Director, Talent Acquisition will be responsible for developing and implementing the overall strategy for Spirit’s Talent Acquisition department as well as a robust marketing campaign to attract talent, recommend sourcing channels, provide governance of our recruitment process and technology utilization to ensure an effective and efficient talent acquisition process, and measure hiring techniques effectiveness. This role will partner closely with key stakeholders to develop and execute a strong talent plan for the organization that aligns with our business strategy and growth plans.

• Develop, support, lead, and measure a business relevant talent acquisition strategy that supports all levels of hiring across the organization with the goal of attracting a diverse, engaged, and qualified workforce
• Partner with all levels of leadership to create talent sourcing and recruitment strategies grounded in a current view of the external talent markets; implementing proactive and innovative activities focused on critical segments of the workforce
• Ensure process efficiencies and needs are optimized by evaluating relevant TA metrics including candidate experience, hiring manager experience, time to fill, offers vs. acceptance ratio, etc.
• Oversee the effectiveness of the entire TA process and provide direction to the team when it comes to choosing relevant platforms and content for advertisements, sourcing mechanisms, screening candidates, hiring recommendations, and recruiting events
• Put in place creative solutions to optimize the management of recruiting loads and maximize the yield from different channels and ensure the team is right sized to support the volumes of recruiting and that resources are flexibly scalable (up or down) in accordance with evolving needs
• Develop an employee value proposition that appeals to the talent we want to attract and ensures that our company becomes an “employer of choice”
• Partner with Marketing and outside agencies to develop social, digital and grassroots recruitment marketing campaigns that engage and attract qualified candidates and develop candidate feedback strategies throughout the recruiting life cycle
• Establish a strategy to effectively utilize agencies, search firms and other vendors developing preferred provider arrangements and partnerships where appropriate
• Manage and forecast budget for Talent Acquisition team, including recruiting events spend, social media advertising, etc.
• Partner with HR leaders to ensure DEIB and CSR strategies are aligned with TA strategy, in order to increase talent pipeline and improve employer branding
• May perform other responsibilities as assigned. Responsibilities and duties may change when circumstances dictate (e.g., emergencies change in workload, rush jobs or technical developments).

• Bachelor’s Degree, preferably in HR or related field. 
• 7-10 years of directly related work experience in an HR function.
• Broad knowledge of HR functions and processes including Performance Management, Talent Management, Talent Acquisition, Communications, Workforce Planning, Succession Planning, Change Management, Recognition, Compensation and Benefits.
• Legal Compliance: Advanced knowledge of laws impacting HR processes and actions.
• Proven track record of developing and executing talent acquisition strategies that drive organizational success.
• Strong leadership, communication, and interpersonal skills with the ability to influence at all levels..
• Data Analysis: Strong analytical skills for interpreting HR metrics and performance data to drive decision-making.
• Change Management: Experience leading change initiatives and managing associated cultural shifts within organizations.
• Strategic Thinking: Ability to align talent acquisition strategies with business goals and anticipate future needs.
• Interpersonal Skills: Exceptional communication and relationship-building skills to engage effectively with employees at all levels.
• Problem-Solving: Strong critical thinking skills to identify challenges and develop innovative solutions.
• Cultural Awareness: Understanding of diverse workforce dynamics and promoting an inclusive environment
• Project Management: Proficient in managing multiple projects simultaneously and ensuring alignment with organizational goals.
• Adaptability: Flexibility to respond to changing business needs and thrive in a dynamic environment.
• Ethical Judgment: Commitment to ethical practices in HR management, ensuring confidentiality and integrity in all activities.
• Domestic & International travel under 25% of the time.
• Exerts up to 10 lbs. of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. involves sitting most of the time but may involve walking or standing for brief periods of time.

Spirit Airlines is an Equal Employment Opportunity employer.  All aspects of employment are governed on the basis of merit, competence and qualifications without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or any other category protected by federal, state, or local law.