Managing Director, Talent Acquisition

Omnicom Group · New York City

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Managing Director, Talent Acquisition

Role Overview

Omnicom 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.

Reporting 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.

The 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.

A 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.

This 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.

Key Responsibilities

Talent Acquisition Strategy & Business Partnership

• Develop and execute the enterprise Talent Acquisition strategy, aligned with broader Omnicom talent and business priorities.
• Serve as a trusted talent advisor to senior business and HR leadership, providing perspective on talent availability, market dynamics, competitive intelligence and workforce trends.
• Translate business strategy and workforce plans into proactive hiring and talent-pipeline strategies.
• Anticipate emerging and critical capability needs and build talent strategies before demand materializes.
• Partner across Omnicom's broader Talent organization to identify opportunities for internal mobility and cross-organization talent deployment.
• Balance immediate hiring requirements with longer-term workforce and talent priorities.
• Strengthen integration between Talent Acquisition and broader talent priorities, including workforce planning, succession, internal mobility and capability development.

Performance & Delivery

• Own the overall performance and delivery of the Talent Acquisition team, ensuring hiring commitments are met with quality, speed and consistency.
• Establish clear expectations and accountability across the recruiting organization.
• Regularly review recruiter performance, requisition loads, pipeline health, aging roles and hiring outcomes.
• Identify delivery risks early and take action to address capacity, performance or process challenges.
• Establish service standards and operating rhythms that create consistency across the recruiting lifecycle.
• Ensure resources are deployed against the highest-priority business needs and adjust capacity as demand changes.
• Build a culture where data and outcomes—not simply activity—define recruiting performance.

Metrics, Analytics & Accountability

• Implement the Talent Acquisition performance-management framework with clear KPIs and regular reporting.
• Own the accuracy, consistency and interpretation of Talent Acquisition data.
• Adopt dashboards and reporting that provide leadership with visibility into hiring performance, trends and risks.
• Track and actively manage pre-defined metrics
• Use data to identify performance gaps, forecast challenges and recommend actions rather than simply reporting results.

Workday Adoption & Process Excellence

• Lead Workday Recruiting adoption and operational discipline across the Talent Acquisition team.
• Ensure recruiters and hiring teams consistently use Workday as the system of record throughout the recruiting lifecycle.
• Establish clear expectations for data quality, requisition management, candidate dispositioning, workflow completion and reporting.
• Partner with HR Technology, HR Operations and other stakeholders to identify opportunities to improve Workday processes and user experience.
• Drive adoption through training, governance, performance management and ongoing reinforcement.
• Ensure the integrity of Workday data so leadership can confidently use recruiting analytics to make business and workforce decisions.
• Identify opportunities to simplify processes, eliminate unnecessary steps and improve recruiter and hiring-manager productivity.

Operational Rigor

• Build disciplined operating mechanisms across the function, including regular business reviews, recruiter scorecards, capacity reviews and hiring forecasts.
• Establish clear governance around requisition intake, prioritization, escalation and closure.
• Ensure recruiting resources are appropriately aligned to hiring demand and business priorities.
• Develop consistent processes and standards while maintaining the flexibility required to support different capabilities and talent markets.
• Partner with Finance, HR and business leadership to understand workforce plans and anticipate changes in demand.
• Manage external search and agency utilization with a focus on quality, specialization and cost effectiveness.

Strategic Talent Intelligence

• Bring an external perspective on where critical talent sits, how competitors are hiring and how the talent market is evolving.
• Build proactive pipelines for critical, scarce and emerging capabilities.
• Leverage talent intelligence to influence location strategy, compensation discussions, workforce planning and build-versus-buy decisions.
• Identify emerging skill requirements and ensure recruiting strategies evolve ahead of business demand.
• Develop stronger connectivity between Talent Acquisition, workforce planning, succession and internal mobility.

Team Leadership & Capability

• Lead, coach and develop a high-performing Talent Acquisition organization.
• Set clear goals, expectations and performance standards for leaders and recruiters.
• Build stronger capabilities in strategic sourcing, talent intelligence, assessment, data literacy and business advisory.
• Develop succession and career pathways within the Talent Acquisition organization.
• Foster a culture of accountability, collaboration, transparency, urgency and continuous improvement.
• Create an environment where strong performers are recognized and developed and performance issues are addressed quickly and constructively.

Experience & Qualifications

• 10+ years of Talent Acquisition and broader talent leadership experience within a complex, matrixed organization.
• Demonstrated success leading and developing high-performing recruiting teams within high-volume recruitment functions.
• Strong combination of strategic talent leadership and hands-on operational management.
• Experience building performance frameworks and using recruiting metrics to drive accountability and improvement.
• Strong knowledge of Workday Recruiting or comparable enterprise recruiting platforms; experience leading system adoption and process transformation strongly preferred.
• Demonstrated ability to use talent intelligence and market data to influence senior business decisions.
• Experience managing recruiting capacity, workforce demand and large or complex hiring portfolios.
• Strong understanding of recruiting technology, analytics, automation and emerging AI capabilities.
• Exceptional executive communication and stakeholder-management skills.
• Ability to influence across a highly matrixed environment and drive change without relying solely on direct authority.
• Experience connecting Talent Acquisition with workforce planning, succession, internal mobility and broader talent strategies.
• Experience within media, advertising, technology, consulting, marketing or another talent-intensive industry is preferred.

Salary Range to review

Omnicom’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.

Omnicom 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.

For US Job Seekers:

It 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. EOE/AA/M/D/V/F.

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