Head of Talent / Talent Acquisition Lead - Hire or get hired
Your complete guide to the Head of Talent / Talent Acquisition Lead Role: Duties, salary & hiring tips
Purpose of the Head of Talent / Talent Acquisition Lead
The Head of Talent leads the organisation’s talent acquisition strategy, overseeing recruitment planning, employer branding, and leadership hiring across all departments.
Head of Talent / Talent Acquisition Lead's duties and responsibilities
• Strategic Hiring:
Develop and execute long-term talent acquisition strategies.
• Team Leadership:
Manage the TA team and support capability building.
• Stakeholder Engagement:
Partner with executives to forecast workforce needs.
• Branding & Sourcing:
Drive employer branding initiatives and proactive sourcing strategies.
• Reporting:
Monitor metrics and provide hiring insights to leadership.
Develop and execute long-term talent acquisition strategies.
• Team Leadership:
Manage the TA team and support capability building.
• Stakeholder Engagement:
Partner with executives to forecast workforce needs.
• Branding & Sourcing:
Drive employer branding initiatives and proactive sourcing strategies.
• Reporting:
Monitor metrics and provide hiring insights to leadership.
Requirements and qualifications for a Head of Talent / Talent Acquisition Lead
• 8+ years’ experience in recruitment or talent acquisition
• Leadership and stakeholder management experience
• Strong understanding of sourcing strategies and market trends
• Experience with ATS and recruitment analytics tools
• Excellent communication and influencing skills
• Leadership and stakeholder management experience
• Strong understanding of sourcing strategies and market trends
• Experience with ATS and recruitment analytics tools
• Excellent communication and influencing skills
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
