Senior Vice President, Recruiting Process Transformation and Reimagination

The Senior Vice President/Director, Recruiting Transformation will lead the redesign and modernization of recruiting and assessment processes to deliver better speed, quality, and cost outcomes through more consistent, scalable execution. This role will be responsible for driving a simplified, standardized, and more transparent recruiting experience across the talent acquisition lifecycle.

The individual will play a critical leadership role in elevating selection and assessment practices, including strengthening the evaluation of priority capabilities such as AI and product skills. By improving process design, operating discipline, and enabling effective adoption of AI, this leader will help increase recruiter productivity, reduce time-to-fill and agency spend, improve funnel visibility, and enhance both hiring leader and candidate experience.

Key Responsibilities

• Lead enterprise recruiting transformation efforts focused on improving hiring speed, quality, scalability, and cost efficiency.
• Redesign recruiting workflows and assessment processes to create a more consistent and simplified experience for candidates, recruiters, and hiring leaders.
• Establish and drive standardized recruiting practices that improve execution quality and funnel transparency across teams.
• Enhance selection methodologies and assessment strategies, including evaluation approaches for critical skills such as AI, product, and other strategic capabilities.
• Identify and implement opportunities to reduce time-to-fill, lower agency usage and spend, and improve overall recruiting effectiveness.
• Improve recruiter productivity through process optimization, role clarity, tooling, and scalable operating models.
• Partner with Talent Acquisition leaders, HR, business stakeholders, and other functional teams to align transformation priorities with business hiring needs.
• Build a roadmap for responsible and effective AI adoption within recruiting processes and team workflows.
• Use data, metrics, and process insights to identify bottlenecks, measure outcomes, and drive continuous improvement.

• Champion change management efforts to support adoption of new processes, tools, and ways of working.

Qualifications

• Significant experience leading large-scale recruiting, talent acquisition, or HR transformation initiatives in complex organizations.
• Deep understanding of recruiting operations, selection processes, assessment design, and talent acquisition best practices.
• Demonstrated success improving recruiting outcomes such as time-to-fill, quality of hire, funnel conversion, recruiter capacity, and cost efficiency.
• Experience designing or implementing structured assessment approaches for strategic or specialized skill sets, including areas such as AI and product management.
• Strong track record of leading process standardization, simplification, and operational scale.
• Experience leveraging data and analytics to inform decisions and track transformation impact.
• Familiarity with AI-enabled recruiting capabilities and the operational considerations required for effective adoption.
• Strong executive presence, stakeholder management, and change leadership skills.
• Ability to operate strategically while also driving execution and measurable results.

BNY assesses market data to ensure a competitive compensation package for our employees. The base salary for this position is expected to be between $104,000 and $200,000 per year at the commencement of employment. However, base salary if hired will be determined on an individualized basis, including as to experience and market location, and is only part of the BNY total compensation package, which, depending on the position, may also include commission earnings, discretionary bonuses, short and long-term incentive packages, and Company-sponsored benefit programs.
This position is at-will and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation) at any time, including for reasons related to individual performance, change in geographic location, Company or individual department/team performance, and market factors.