Vice President Talent Acquisition

Vice President Talent Acquisition

Job Locations

US-MO-Saint Louis

Primary Posting Location : City

Saint Louis

Primary Posting Location : State/Province

MO

Primary Posting Location : Postal Code

63105

Primary Posting Location : Country

US

Requisition ID

2026-438149

Position Type

Full Time

Category

Professional: (IT, Finance, Legal, HR, Talent Acquisition, Administrative, Customer Service)

Minimum

USD $161,300.00/Yr.

Maximum

USD $217,800.00/Yr.

Summary

Vice President, Talent Acquisition

The Vice President, Talent Acquisition is a key enterprise leader responsible for designing and executing Advantage Solutions' professional recruiting strategy across a diverse, high-growth sales and marketing organization. Reporting to the Senior Vice President, Talent Management, this role plays a critical part in building an integrated talent ecosystem that connects external hiring with internal mobility, leadership development, and long-term workforce planning.

This leader oversees recruiting, executive search, recruiting operations, technology, employment brand, and vendor partnerships. VP drives innovation, operational excellence, and a data-driven approach to ensure Advantage Solutions attracts, engages, and hires exceptional talent that supports organizational transformation and business growth.

The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

Lead the enterprise strategy for talent acquisition, ensuring alignment with business priorities, workforce planning, and Talent Management initiatives

• Partner with the SVP, Talent Management and senior business leaders to deliver strategic hiring solutions that support evolving sales, marketing, and corporate talent needs

• Establish and monitor enterprise recruiting KPIs, including time-to-fill, quality of hire, candidate experience, diversity outcomes, and retention

• Oversee negotiation, governance, and performance management of external recruiting vendors, executive search partners, and technology providers

• Drive continuous improvement and operational excellence across the recruiting ecosystem

• Lead innovation in sourcing strategies, leveraging digital platforms, employment marketing, talent intelligence, and proactive pipeline development

• Oversee the design and implementation of enterprise-wide recruiting processes, ensuring compliance with all federal, state, and local employment laws

• Build and scale best-in-class screening, interviewing, and selection methodologies that ensure high-quality hiring decisions

• Ensure hiring managers and leaders are trained, equipped, and coached on effective interviewing, selection, and talent evaluation practices

• Oversee the development and delivery of training programs for recruiters, HR partners, and field leaders to ensure consistent, compliant hiring practices

• Serve as a key member of the Talent Management leadership team, contributing to enterprise-wide talent strategies and initiatives

• Partner with Talent Management, Learning and Development, DEI, and HR Business Partners to create a seamless talent lifecycle from attraction through development and retention

• Provide talent market insights that inform workforce planning, capability building, and organizational design decisions

• Lead the creation of proactive recruiting programs that attract diverse, high-caliber talent and strengthen long-term talent pipelines

• Champion organizational values and culture throughout the hiring process, ensuring alignment between talent strategy and organizational identity

• Influence enterprise workforce planning and succession strategies through external talent insights and predictive analytics

• Build strong, consultative partnerships with business leaders to understand talent needs, market dynamics, and organizational priorities

• Collaborate with succession planning and leadership development teams to ensure alignment between external hiring and internal talent pathways

• Represent the organization in key industry forums, community partnerships, and professional networks to elevate brand visibility and talent reach

• Foster a culture of collaboration, innovation, and continuous improvement across the Talent Acquisition team and broader HR organization

Qualifications

• Education Requirements: Bachelor's degree (advanced degree preferred)

• Experience Requirements: 10-12 years experience in relevant field

• Travel requirement: No travel requirements

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Expertise in modern sourcing strategies, talent intelligence, and digital recruiting platforms

• Strong experience with employment branding and candidate marketing strategies

• Advanced vendor negotiation and management capabilities

• Deep knowledge of employment laws and regulatory compliance

• Advanced proficiency with applicant tracking and HR information systems

• Strong business acumen with the ability to translate talent strategy into business outcomes

• Demonstrated strength in change leadership, operational excellence, and process optimization

• Exceptional problem-solving, strategic agility, and decision-making skills

• High integrity, sound judgment, and the ability to influence at all organizational levels

Job Will Remain Open Until Filled

Responsibilities

The Company is one of North America's leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Lead the enterprise strategy for talent acquisition, ensuring alignment with business priorities, workforce planning, and Talent Management initiatives

• Partner with the SVP, Talent Management and senior business leaders to deliver strategic hiring solutions that support evolving sales, marketing, and corporate talent needs

• Establish and monitor enterprise recruiting KPIs, including time-to-fill, quality of hire, candidate experience, diversity outcomes, and retention

• Oversee negotiation, governance, and performance management of external recruiting vendors, executive search partners, and technology providers

• Drive continuous improvement and operational excellence across the recruiting ecosystem

• Lead innovation in sourcing strategies, leveraging digital platforms, employment marketing, talent intelligence, and proactive pipeline development

• Oversee the design and implementation of enterprise-wide recruiting processes, ensuring compliance with all federal, state, and local employment laws

• Build and scale best-in-class screening, interviewing, and selection methodologies that ensure high-quality hiring decisions

• Ensure hiring managers and leaders are trained, equipped, and coached on effective interviewing, selection, and talent evaluation practices

• Oversee the development and delivery of training programs for recruiters, HR partners, and field leaders to ensure consistent, compliant hiring practices

• Serve as a key member of the Talent Management leadership team, contributing to enterprise-wide talent strategies and initiatives

• Partner with Talent Management, Learning and Development, DEI, and HR Business Partners to create a seamless talent lifecycle from attraction through development and retention

• Provide talent market insights that inform workforce planning, capability building, and organizational design decisions

• Lead the creation of proactive recruiting programs that attract diverse, high-caliber talent and strengthen long-term talent pipelines

• Champion organizational values and culture throughout the hiring process, ensuring alignment between talent strategy and organizational identity

• Influence enterprise workforce planning and succession strategies through external talent insights and predictive analytics

• Build strong, consultative partnerships with business leaders to understand talent needs, market dynamics, and organizational priorities

• Collaborate with succession planning and leadership development teams to ensure alignment between external hiring and internal talent pathways

• Represent the organization in key industry forums, community partnerships, and professional networks to elevate brand visibility and talent reach

• Foster a culture of collaboration, innovation, and continuous improvement across the Talent Acquisition team and broader HR organization

Qualifications

• Education Requirements: Bachelor's degree (advanced degree preferred)

• Experience Requirements: 10-12 years experience in relevant field

• Travel requirement: No travel requirements

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Expertise in modern sourcing strategies, talent intelligence, and digital recruiting platforms

• Strong experience with employment branding and candidate marketing strategies

• Advanced vendor negotiation and management capabilities

• Deep knowledge of employment laws and regulatory compliance

• Advanced proficiency with applicant tracking and HR information systems

• Strong business acumen with the ability to translate talent strategy into business outcomes

• Demonstrated strength in change leadership, operational excellence, and process optimization

• Exceptional problem-solving, strategic agility, and decision-making skills

• High integrity, sound judgment, and the ability to influence at all organizational levels

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one's supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

Important Information

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

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