Head of Recruiting - Revenue Lines, Digital and Enterprise Strategy Administration

The Head of Recruiting is responsible for leading and delivering full-cycle recruiting for all revenue-generating lines of business across the bank, including the Digital and Enterprise Strategy & Administration teams, ensuring the organization builds the talent capacity required to achieve growth, client, and profitability objectives. This leader is directly accountable for hiring outcomes - speed, quality, experience, and compliance by operating a disciplined, data-driven recruiting model aligned to business priorities.

This role serves as a trusted advisor to senior business leaders and executive management, translating revenue and workforce plans into actionable recruiting strategies. As a member of the Global Enterprise Recruiting Leadership Team, this leader plays a pivotal role in developing and executing the mission, strategy, and priorities of the organization. The Head of Recruiting leads a high-performing recruiting organization, maximizes recruiting technology, and meets the expectations of a highly regulated financial services environment.

WHAT SUCCESS LOOKS LIKE:

• Deliver measurable hiring results for all revenue lines, including improvements in core delivery KPIs time-to-fill, quality of hire, offer acceptance, and continued elevation of hiring manager and candidate experience elements.

• Build sustainable, proactive pipelines for critical and recurring revenue roles across the bank.

• Establish clear performance expectations, operating rhythms, and accountability across the recruiting team.

• Ensure recruiting processes are well-controlled, documented, audit-ready, and aligned with risk and compliance standards.

• Position recruiting as a business-critical enabler of revenue growth, not a transactional service.

KEY RESPONSIBILITIES:

Revenue-Aligned Recruiting Strategy

• Partner with senior leaders across all revenue lines to understand business objectives, growth plans, and talent capacity needs.

• Translate workforce and revenue priorities into short- and long-term recruiting strategies.

• Provide ongoing external labor market intelligence, competitive insights, and hiring trends to inform business decisions.

• Anticipate future talent needs and proactively adjust recruiting strategies to support business change and growth.

Full-Cycle Recruiting Delivery & Accountability

• Own end-to-end recruiting outcomes, from intake through offer acceptance, across all revenue-producing functions.

• Establish and lead a rigorous recruiting operating model, including demand prioritization, recruiter capacity planning, and service expectations.

• Define, track, and report key recruiting performance metrics.

• Take decisive action to address performance gaps, remove bottlenecks, and continuously improve results.

Pipeline Development & Direct Sourcing

• Build and maintain strong, diverse talent pipelines for high-impact and hard-to-fill revenue roles at all levels.

• Drive scalable direct sourcing, referral, networking, and talent community strategies, through a strong partnership with the internal sourcing team.

• Evaluate and optimize external partnerships to ensure strong ROI and consistent quality.

Data, Analytics & Market Insight

• Leverage qualitative and quantitative data to assess recruiting effectiveness and inform strategy.

• Deliver executive-ready insights on recruiting performance, risks, and opportunities.

• Use data to simplify processes and improve decision-making.

Risk, Compliance & Regulated Roles

• Partner with Compliance, Legal, and Risk Management to ensure recruiting support regulated practices.

• Proactively identify and manage recruiting-related risks.

Recruiting Leadership

• Lead, coach, and develop a high-performing team of recruiting managers and recruiters.

• Set clear expectations for performance and accountability.

• Build strong succession and capability within the team.

• Foster a culture of ownership, continuous improvement, and business partnership.

Technology Enablement & Responsible AI

• Maximize the use of recruiting technology, analytics, and automation to improve efficiency and outcomes.

• Champion responsible AI use in recruiting with transparency, fairness, and human oversight.

• Drive simplicity and consistency in recruiting processes while enhancing experience.

QUALIFICATIONS:

• Progressive experience leading recruiting managers and teams supporting complex, high-volume and specialized hiring environments.

• Demonstrated success leading full-cycle recruiting organizations with measurable improvements in speed, quality, and experience.

• Experience supporting banking or financial services revenue lines strongly preferred.

• Proven ability to lead in regulated environments and partner effectively with compliance and risk stakeholders.

• Strong analytical, strategic, and execution skills; able to turn insight into action.

• Exceptional communication and relationship-building skills, with a proven track record of influencing senior executives.

• Highest ethical standards and a commitment to responsible, fair, and transparent hiring practices.

LEADERSHIP CAPABILITIES:

• Builds Teams and Talent: Embraces developing talent; builds and develops teams; strengthens organizational capabilities via talent

• Drives for Results: Drives execution, continuously improves the core, and reallocates resources at pace

• Disrupts & Challenges: Creates possibilities from new and innovative thinking; generates disruptive change; leads change

• Leads Innovation: Encourages innovative thought; challenges the status quo; scales and invests in new ideas

• Drives Vision and Purpose: Paints a compelling picture of the vision and strategy that motivates others to action