Managing Director, Recruitment

The Managing Director, Recruitment is the HR leader responsible for developing and executing an enterprise-wide talent acquisition strategy that ensures the organization attracts, hires, and retains top talent across all functions and locations. The focus is on Driver recruitment. This role oversees full cycle Driver and general recruiting operations, employer branding, workforce planning, talent attraction technologies, and recruitment analytics. The Managing Director partners closely with operations and executive leadership to anticipate workforce needs, build strong talent pipelines, and position the organization as an employer of choice.

Type:

In-Office Location:

Knoxville, TN Key Responsibilities Talent Acquisition Strategy & Planning Ownership of the recruitment process through year one onboarding. Develop and implement a comprehensive recruitment strategy aligned with business priorities and the cyclicality of the business. Partner with business and HR leaders to forecast talent needs and build proactive recruiting plans. Lead enterprise workforce planning initiatives to ensure alignment between supply, demand, and organizational growth. Assist operations with developing a sustainable hiring forecast model. Recruiting Operations & Process Excellence Oversee full‑cycle recruiting operations for drivers and non-drivers, ensuring a consistent, high‑quality candidate and hiring‑manager experience. Optimize recruitment processes, workflows, and service delivery models for efficiency and scalability. Ensure compliance with all federal, state, and local employment regulations. Critical Talent Hiring Lead recruitment for executive, high‑impact, and hard‑to‑fill roles. Build strong talent pipelines through external partnerships with supply chain organizations, leading companies, networking, and strategic sourcing. Advise senior leaders on hiring strategies, interview practices, and talent market insights. Talent Attraction, Branding & Technology Advance and leverage the Highway Transport brand. Our Promise. Delivered, and Our Promise. Kept. Strengthen the organization's position in the talent marketplace. Lead digital recruitment strategies, including

CRM, ATS

optimization, AI‑enabled sourcing, and social recruitment. Manage relationships with external vendors, search firms, job platforms, and technology providers. Recruitment Analytics & Insights Utilize Workday to develop and maintain recruitment dashboards and metrics to measure effectiveness. Use reporting and analytics to identify trends, risks, and opportunities across talent segments. Drive continuous improvement through data‑driven decision-making. Team Leadership & Collaboration Lead, mentor, and develop a high-performing recruitment team. Collaborate with the HR Team and other business areas to ensure connected, enterprise-level talent practices. Influence leaders across the business to adopt best practices in selection, interviewing, and hiring. Sustain best practice interview processes and practices. This includes interview training for all involved in the interview process. Qualifications Required Bachelor's degree in Human Resources, Business, or related field. 10+ years of progressive experience in talent acquisition or recruitment leadership. Demonstrated success leading enterprise‑level recruitment strategies. Experience managing teams and partnering with senior executives. Strong communication, consulting, and strategic thinking skills. Proficiency with ATS systems, sourcing tools, and recruitment analytics. Preferred Master's degree in HR, Organizational Development, or Business. Experience in multi‑site, large‑scale, or global organizations. Background in executive recruiting or partnering with search firms. Knowledge of employer branding, recruitment marketing, and advanced sourcing techniques. Workday expertise Competencies Talent Acquisition Workforce Planning Data‑Driven Decision Making Utilizing the Workday Platform Candidate Experience & Engagement Process Optimization Team Leadership & Coaching Collaboration & Partnership Success Measures Improved quality and speed of hire across all talent segments. Strengthened pipelines for critical and future‑focused roles. High satisfaction among hiring leaders and candidates. Increased efficiency and effectiveness of recruitment processes. Reduced turnover in the first 12 months. High performance and engagement within the recruitment team. Commitment to Responsible Care®: Highway Transport's Quality Driven Delivery Management System policy has been developed by the company's senior management and serves as a visible commitment to ensuring the health and safety of our employees and contractors, protecting the environment, and minimizing the impact of our operations on the roadways which we travel and the areas where we manage terminal facilities. Highway Transport shall comply with its Safety, Health, Environmental and Security Policy and Programs, Department of Transportation Regulations, applicable OSHA and EPA/State environmental regulations and applicable local regulations.

EOE/M/F/D/V

Our Promise. Delivered. Promise to Self Promise to Team Promise to Company Promise to Customer Promise to Community Safety Structure Accountability Communication Highway Transport is a tanker trucking company that has been family-owned since 1948. When you join us, you become part of a family-orientated culture that values your contributions and supports your career ambitions. We believe in taking care of our employees and ensuring their well-being. That's why we offer a competitive salary and a comprehensive benefits package designed to support you in every aspect of your life, including; 401(k) Match Paid Time Off Paid Holidays HSA Contribution Match Wellness Program Medical, Dental, Vision Insurance Disability, Accident and Life Insurance Discount Programs Paid Maternity Leave Highway Transport does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.