Purpose
Job Description:
As the Director of Talent Acquisition and Recruiting Operations, you will build and lead a modern, data-driven, full-cycle TA function. You will own the end-to-end hiring lifecycle, modernize our TA systems (Workday) and processes, and serve as a strategic partner to leaders in a regulated environment. You will optimize Workday, attract and assess high-performing talent, advise senior leaders on workforce planning, and lead recruiting initiatives that deliver a strong candidate and hiring manager experience—on time and within budget.
Major Accountabilities
Full-Cycle Talent Acquisition
- Lead end-to-end recruitment for all corporate roles — from requisition through onboarding — ensuring a consistent, high-quality candidate and hiring manager experience.
- Build and maintain proactive talent pipelines across functions and levels through targeted sourcing and relationship management.
- Partner with business leaders to develop search strategies, define role requirements, and set realistic expectations around market conditions and timelines.
- Manage hiring manager relationships through structured pipeline reviews, status reporting, and debriefs.
- Develop and negotiate offers with a thorough understanding of the bank's compensation philosophy.
- Manage and coordinate the interview process, including scheduling and coordination, and ensuring a positive candidate experience throughout the hiring stages.
- Serve as primary owner of third-party vendor relationships and recruiting services.
- Oversee the intern program, including sourcing through Handshake and other channels, and manage the end-to-end program lifecycle.
- Coordinate background checks and immigration requirements (as applicable), and ensure candidates have clear visibility into next steps through onboarding.
Systems & Process Modernization
- Own the optimization of Workday Recruiting — including requisition workflows, position structure, job profile configuration, pipeline stage design, and reporting — to eliminate manual workarounds and create a scalable operating model.
- Lead the review and standardization of position and job profile architecture in Workday, ensuring requisition, position, and job profile alignment across the organization.
- Design and implement AI-assisted capabilities within TA workflow, reduce manual, low-value tasks.
- Build a data and analytics foundation for TA by defining key metrics, automating reporting, and replacing manually produced outputs with real-time dashboards.
- Evaluate and improve the integration between Workday ATS, LinkedIn Recruiting, and Handshake to create a connected, efficient sourcing and tracking ecosystem.
Business Partnership & Data Storytelling
- Serve as a consultative partner to hiring managers and business leaders — bringing market intelligence, pipeline data, and talent strategy to every conversation.
- Own the production of TA reporting for HR leadership and business stakeholders: pipeline health, time-to-fill, offer acceptance, and source-of-hire analytics.
- Use data proactively to surface trends, anticipate bottlenecks, and make evidence-based recommendations.
- Align TA activity to workforce planning priorities in partnership with the Head of Employee Services.
- Build and maintain candidate pipelines and talent communities using a mix of sourcing channels (e.g., LinkedIn and targeted job boards) and regular candidate engagement.
- Deliver a consistent, high-quality candidate and hiring manager experience across sourcing, interviewing, offers, and onboarding. Continuously improve TA processes and candidate experience by soliciting feedback from stakeholders and adjusting as needed.
- Support other HR team responsibilities as needed.
Skills/Knowledge
Required
- 8+ years of progressive TA experience, with a track record of owning full-cycle recruitment across multiple functions and levels.
- Demonstrated expertise with Workday Recruiting (ATS), including configuration, workflow design, and reporting. Experience optimizing an underutilized Workday environment is strongly preferred.
- Track record of building or significantly improving TA processes in a highly regulated environment.
- Proven ability to use data to drive decisions: building reports, interpreting metrics, and presenting findings to senior stakeholders.
- Strong understanding of compensation principles and the ability to construct and negotiate complex offers.
- Exceptional organizational skills and the ability to manage multiple searches simultaneously without sacrificing quality or compliance.
- Consultative communication style — able to challenge, advise, and influence at all levels of the organization.
- Ability to maintain confidentiality, multitask, and thrive in a fast-paced environment.
Preferred
- Broader HR experience — whether in generalist, HR operations, or business partnering capacity — that enables a more holistic view of the employee lifecycle.
- Experience in financial services, banking, or another regulated industry.
- Exposure to AI tools within TA workflows (screening, sourcing, scheduling, or analytics).
- Experience developing and executing candidate sourcing strategies and candidate assessment.
- Experience identifying industry trends and campaigns to help shape a competitive strategy.
Critical Competencies
- Results driven - high-energy, positive, entrepreneurial in spirit while goal-oriented
- Strong business acumen, maturity and leadership skills
- Communicates effectively - excellent communication skills – ability to communicate clearly and concisely (verbally and written); good listener and flexible, while being realistic and prudent
- Collaborates - strong relationship building and partnering skills as trusted colleague and team advisor
- Known reputation for integrity and ethics
SALARY RANGE: $160K -190K
The Federal Home Loan Bank of San Francisco is committed to the principles of equal opportunity in employment (e.g., employees, applicants) and in contracting (e.g., suppliers, vendors) regardless of race, color, religion, sex, national origin, disability status, genetic information, age, sexual orientation, gender identity, status as a parent, or any other characteristic protected by law. We are committed to cultivating a workplace free of unlawful discrimination, harassment, and retaliation, and are dedicated to fostering vibrant communities by serving as a reliable source of liquidity and resources for affordable housing and economic development.
Salary ranges reflect the base salary that the Bank reasonably expects to pay for a given role and is not inclusive of annual incentive award opportunities, retirement benefits or the value of other health and welfare or other ancillary benefits. We consider many factors when determining base salaries such as individual background and experience, the competitive environment, education, particular skill set(s), and industry and institutional knowledge.
The Bank is committed to offering all team members challenging and engaging work with market competitive pay, retirement, and benefit offerings. In support of this commitment, the Bank routinely engages in market competitive benchmarking surveys and analysis to ensure our team members continue to be paid fairly and competitively.
