New

Talent Acquisition Leader 5

United Launch Alliance
$117,180.00 - $217,620.00
paid time off, 401(k)
United States, Colorado, Centennial
9501 East Panorama Circle (Show on map)
Oct 04, 2025
Requisition ID: 1356 Standard Weekly Hours:40.00 Location:ULA - Denver Relocation:Yes- Relocation may be available Travel Requirements:10% At ULA, success comes through the efforts of a strong, united team. Thanks for your interest in United Launch Alliance, the world's most experienced and reliable space launch company! Successfully launching more than 155 consecutive missions with 100% mission success doesn't happen by accident. It's a testament to the commitment and dedication of our team of rocket scientists and support employees combined with the systems and processes we use to pull them together. As a ULA employee, you'll have the opportunity to grow in your career while working in a team-oriented culture that combines technology, innovation, ingenuity and a commitment to the extraordinary. Whether you are in college just launching your career, or, have experience and want to come work with the best rocket team in the world, our unshakable unity yields stronger solutions and better results as we carry out our mission to save lives, explore the universe, and connect the world. Our team is excited to meet you! Job Overview & Responsibilities The Leader of Strategic Talent Acquisition provides enterprise-level leadership, direction, and innovation in building world-class talent strategies. This role reports to the Director of Human Resources and serves as a trusted advisor to senior leadership and hiring leaders, ensuring the organization attracts, engages, and retains the best talent to achieve long-term business success. Key Responsibilities Strategic Leadership & Expertise Serve as a thought leader and subject matter expert in talent attraction and recruitment, leveraging internal insights and external best practices to drive enterprise-wide adoption. Design and implement proactive talent acquisition strategies aligned with business goals, enhancing pipelines and improving organizational performance. Stay ahead of labor market trends and evolving talent acquisition strategies, anticipating shifts that could impact business outcomes. Executive & Stakeholder Partnership Consult with senior leaders to understand critical hiring requirements, advising on innovative solutions and making real-time course corrections to ensure success. Collaborate with workforce planning, business leaders, and other Centers of Excellence (CoEs) to align recruiting strategies with long-term workforce needs. Partner with legal and compliance teams to ensure alignment with relevant EEO and OFFCP requirements as well as relevant ITAR and export control requirements for government contractors. Operational Excellence Oversee and optimize recruiting operations with the Recruitment Process Outsourcing (RPO) provider and other staffing partners, ensuring accountability, quality, and service-level adherence. Lead, mentor, and set clear expectations for internal TA team, driving performance excellence and continuous improvement. Implement best practices that deliver a consistent, positive candidate experience and a seamless onboarding journey. Oversee a strong internal mobility program that provides support for internal employees navigating their growth path within ULA. Data-Driven Decision Making Leverage analytics to set priorities, direct investments, and measure the impact of talent strategies. Use workforce insights to shape recruiting programs and inform executive-level decisions. Employer Brand & Programs Partner with the communications team to drive employment branding initiatives that position the company as an employer of choice across industries and talent markets. Lead university relations and early-career strategies, including internship program design and execution. Oversee key programs such as employee referrals, onboarding, external recruiting events, and relocation services. Retention & Continuous Improvement Partner with leaders to analyze attrition drivers and implement initiatives that improve retention and strengthen the employee value proposition. Champion continuous improvement through process innovation, new technologies, and enhanced recruiting practices. Required Education Bachelor Required Years of Experience Minimum of 8 years of related work experience Basic Qualifications Bachelor's degree in business administration, human resources, or another relevant discipline from an accredited college or university 8+ years of experience in human resources and talent acquisition 4+ years of staffing, recruiting, talent acquisition or executive search experience 2+ years of managing people, project management or team lead experience or a combination of any Proficiency with applicant tracking systems and modern talent sourcing platforms to attract and engage candidates Demonstrated ability to lead and implement change initiatives in HR, Talent Acquisition or other related areas Proven ability to leverage data and analytics to drive informed recruiting and staffing decisions Strong verbal and written communication skills with the ability to influence stakeholders, build alignment and ensure sustainable outcomes Preferred Qualifications 10-15 years of experience leading and developing talent acquisition teams Skilled in strategic workforce and talent planning with the ability to translate long-term objectives into actionable recruitment initiatives Experience using SuccessFactors recruiting module Proven ability to manage relationships with RPO partners and/or staffing agencies Experience recruiting for technical roles within government contracting, aerospace and defense industries Summary Salary Range (forULA - Denveronly): $117,180.00 - $217,620.00 Please note that the salary information shown above is a general guideline only. Salaries are based upon a candidate's experience and qualifications, as well as internal equity, market and business considerations. Employees may be eligible for a discretionary annual bonus in addition to base pay. What makes ULA different? Because we understand launch success comes through the collective efforts of a team, we seek the best to join us. We value ethics, ingenuity, engagement and professional development for employees at all levels. We offer our employees competitive pay and benefits including: 401(k) match plus an additional employer contribution Discretionary annual incentive bonus for eligible employees Generous paid time off Flexible work environments Additionally, most salaried ULA team members work a "9/80 schedule," meaning they enjoy every other Friday off. Benefits and work schedules may vary for union-represented hourly positions and are described in the applicable collective bargaining agreement. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Security Clearance / International Traffic In Arms Regulations (ITAR).This position requires use of information which is subject to the International Traffic In Arms Regulations (ITAR). Therefore, all applicants must be U.S. Persons as defined in ITAR 22 CFR 120.62 (e.g., U.S. Citizen, Lawful Permanent Resident (Green Card holder) or protected individual. See 8 U.S.C. 1101(a)(20) and 8 U.S.C. 1324b(a)(3) for additional information). ULA is an Equal Opportunity Employer.All qualified applicants will receive consideration for employment. ULA is a participant in the federal E-Verify Program. Posters in PDF format pertaining to this program can be accessed by clicking on the links identified below. E-Verify Participation poster (English / Spanish) and Right to Work Poster (English / Spanish). Colorado Equal Pay for Equal Work Act requires covered employees to follow a post selection notification process. A hired candidate may opt out of this process by notifying the hiring manager in writing at the time the offer is accepted