{"id":1316516,"url":"https://alion.io/job/omc-managing-director-talent-acquisition","title":"Managing Director, Talent Acquisition","company":{"id":720301,"name":"Omnicom","domain":"omc.com","url":"https://alion.io/company/omnicom","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":83,"open_postings":82,"ghost_share":0,"stale_share":0.671,"repost_share":0,"time_to_fill_p50_days":34,"computed_at":"2026-10-22T06:10:10Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"hybrid","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["New York, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":200000,"max":300000,"currency":"USD","period":"year","gross":null,"usd_annual":300000},"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-09-24T00:00:00Z","employer_posted_date":"2026-09-24","last_verified_at":"2026-10-22T10:10:49Z","board_verified":true,"closed_at":null,"days_open":28,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":28},"description":"Agency:\nOmnicom CorporateJob Function:\nPeople and CultureJob Subfunction:\nTalent AcquisitionJob Description:\nManaging Director, Talent Acquisition\nRole Overview\nOmnicom is seeking a Managing Director, Talent Acquisition to lead enterprise talent acquisition strategy, performance, and delivery for one of our connected capabilities in the U.S.\nReporting directly to the Global Chief Talent Officer, this leader will be accountable for building and operating a world-class Talent Acquisition function that combines strategic talent leadership with exceptional operational rigor.\nThe role will partner closely with senior business and HR leaders to understand current and future workforce needs, translate those priorities into actionable talent strategies, and ensure the Talent Acquisition team consistently delivers against the needs of the business.\nA critical part of the mandate will be establishing greater discipline, transparency, and accountability across Talent Acquisition, including Workday adoption, data integrity, metrics management, recruiter productivity, capacity management, and overall team performance.\nThis leader will be expected to think strategically while operating with a strong performance mindset: understanding the talent marketplace, anticipating future capability needs, and ensuring the fundamentals of recruiting execution are consistently excellent.\nKey Responsibilities\nTalent Acquisition Strategy & Business Partnership\nDevelop and execute the enterprise Talent Acquisition strategy, aligned with broader Omnicom talent and business priorities.\nServe as a trusted talent advisor to senior business and HR leadership, providing perspective on talent availability, market dynamics, competitive intelligence and workforce trends.\nTranslate business strategy and workforce plans into proactive hiring and talent-pipeline strategies.\nAnticipate emerging and critical capability needs and build talent strategies before demand materializes.\nPartner across Omnicom's broader Talent organization to identify opportunities for internal mobility and cross-organization talent deployment.\nBalance immediate hiring requirements with longer-term workforce and talent priorities.\nStrengthen integration between Talent Acquisition and broader talent priorities, including workforce planning, succession, internal mobility and capability development.\nPerformance & Delivery\nOwn the overall performance and delivery of the Talent Acquisition team, ensuring hiring commitments are met with quality, speed and consistency.\nEstablish clear expectations and accountability across the recruiting organization.\nRegularly review recruiter performance, requisition loads, pipeline health, aging roles and hiring outcomes.\nIdentify delivery risks early and take action to address capacity, performance or process challenges.\nEstablish service standards and operating rhythms that create consistency across the recruiting lifecycle.\nEnsure resources are deployed against the highest-priority business needs and adjust capacity as demand changes.\nBuild a culture where data and outcomes-not simply activity-define recruiting performance.\nMetrics, Analytics & Accountability\nImplement the Talent Acquisition performance-management framework with clear KPIs and regular reporting.\nOwn the accuracy, consistency and interpretation of Talent Acquisition data.\nAdopt dashboards and reporting that provide leadership with visibility into hiring performance, trends and risks.\nTrack and actively manage pre-defined metrics\nUse data to identify performance gaps, forecast challenges and recommend actions rather than simply reporting results.\nWorkday Adoption & Process Excellence\nLead Workday Recruiting adoption and operational discipline across the Talent Acquisition team.\nEnsure recruiters and hiring teams consistently use Workday as the system of record throughout the recruiting lifecycle.\nEstablish clear expectations for data quality, requisition management, candidate dispositioning, workflow completion and reporting.\nPartner with HR Technology, HR Operations and other stakeholders to identify opportunities to improve Workday processes and user experience.\nDrive adoption through training, governance, performance management and ongoing reinforcement.\nEnsure the integrity of Workday data so leadership can confidently use recruiting analytics to make business and workforce decisions.\nIdentify opportunities to simplify processes, eliminate unnecessary steps and improve recruiter and hiring-manager productivity.\nOperational Rigor\nBuild disciplined operating mechanisms across the function, including regular business reviews, recruiter scorecards, capacity reviews and hiring forecasts.\nEstablish clear governance around requisition intake, prioritization, escalation and closure.\nEnsure recruiting resources are appropriately aligned to hiring demand and business priorities.\nDevelop consistent processes and standards while maintaining the flexibility required to support different capabilities and talent markets.\nPartner with Finance, HR and business leadership to understand workforce plans and anticipate changes in demand.\nManage external search and agency utilization with a focus on quality, specialization and cost effectiveness.\nStrategic Talent Intelligence\nBring an external perspective on where critical talent sits, how competitors are hiring and how the talent market is evolving.\nBuild proactive pipelines for critical, scarce and emerging capabilities.\nLeverage talent intelligence to influence location strategy, compensation discussions, workforce planning and build-versus-buy decisions.\nIdentify emerging skill requirements and ensure recruiting strategies evolve ahead of business demand.\nDevelop stronger connectivity between Talent Acquisition, workforce planning, succession and internal mobility.\nTeam Leadership & Capability\nLead, coach and develop a high-performing Talent Acquisition organization.\nSet clear goals, expectations and performance standards for leaders and recruiters.\nBuild stronger capabilities in strategic sourcing, talent intelligence, assessment, data literacy and business advisory.\nDevelop succession and career pathways within the Talent Acquisition organization.\nFoster a culture of accountability, collaboration, transparency, urgency and continuous improvement.\nCreate an environment where strong performers are recognized and developed and performance issues are addressed quickly and constructively.\nExperience & Qualifications\n10+ years of Talent Acquisition and broader talent leadership experience within a complex, matrixed organization.\nDemonstrated success leading and developing high-performing recruiting teams within high-volume recruitment functions.\nStrong combination of strategic talent leadership and hands-on operational management.\nExperience building performance frameworks and using recruiting metrics to drive accountability and improvement.\nStrong knowledge of Workday Recruiting or comparable enterprise recruiting platforms; experience leading system adoption and process transformation strongly preferred.\nDemonstrated ability to use talent intelligence and market data to influence senior business decisions.\nExperience managing recruiting capacity, workforce demand and large or complex hiring portfolios.\nStrong understanding of recruiting technology, analytics, automation and emerging AI capabilities.\nExceptional executive communication and stakeholder-management skills.\nAbility to influence across a highly matrixed environment and drive change without relying solely on direct authority.\nExperience connecting Talent Acquisition with workforce planning, succession, internal mobility and broader talent strategies.\nExperience within media, advertising, technology, consulting, marketing or another talent-intensive industry is preferred.\n\nSalary Range for New York: $200,000-$300,000\nOmnicom’s policy requires employees to work in the office for a minimum of three days a week, unless additional in-office days are directed by their agency or manager. Our objective is to increase this requirement over time, and many of our agencies as well as Omnicom’s corporate group already require five days of in-office attendance.\nOmnicom is committed to hiring and developing exceptional talent. We agree that talent is uniquely distributed, and we’re focused on developing inclusive teams that can bring the best solutions to everything we do. We strongly believe that celebrating what makes us different makes us better together. Join us-we look forward to getting to know you. We will process your personal data in accordance with our Recruitment Privacy Notice.\nLink to Recruitment Privacy Notice: https://www.omc.com/privacy-notice\nFor US Job Seekers:\nIt is the policy of Omnicom and any of its affiliates to provide equal employment opportunities to all employees and applicants for employment without regard to race, religion, color, ethnic origin, gender, gender identity, age, marital status, veteran status, sexual orientation, disability, or any other basis prohibited by applicable federal, state, or local law. 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