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

U.S. Bank • St. Louis, MO

2d

About The Position

At U.S. Bank, we’re on a journey to do our best. Helping the customers and businesses we serve to make better and smarter financial decisions and enabling the communities we support to grow and succeed. We believe it takes all of us to bring our shared ambition to life, and each person is unique in their potential. A career with U.S. Bank gives you a wide, ever-growing range of opportunities to discover what makes you thrive at every stage of your career. Try new things, learn new skills and discover what you excel at—all from Day One. Job Description 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.

Requirements

• 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.

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.

Benefits

• Healthcare (medical, dental, vision)
• Basic term and optional term life insurance
• Short-term and long-term disability
• Pregnancy disability and parental leave
• 401(k) and employer-funded retirement plan
• Paid vacation (from two to five weeks depending on salary grade and tenure)
• Up to 11 paid holiday opportunities
• Adoption assistance
• Sick and Safe Leave accruals of one hour for every 30 worked, up to 80 hours per calendar year unless otherwise provided by law

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: No Education Listed