Core Responsibilities:

Strategy & Governance

• Build and socialize a global TA operations strategy aligned to workforce planning and talent goals; define KPIs and operating rhythms.
• Design and document a standardized, end‑to‑end recruitment process (from requisition intake through offer acceptance), with clear RACI, SLAs, and auditable controls.

Technology, Systems & Data

• Serve as functional owner of the recruiting tech stack (ATS/CRM, scheduling, assessments, automation/AI, analytics), ensuring they system successfully enables the defined process, enables maximum adoption/utilization and can produce meaningful metrics.
• Partner HR Digital Solutions on design, security, and performance; troubleshoot issues and manage change requests.
• Establish robust recruiting analytics and dashboards (e.g., time‑to‑fill, quality‑of‑hire, funnel conversion, recruiter productivity, candidate experience NPS).

Continuous Improvement & Standardization

• Drive a continuous‑improvement program: map workflows, remove bottlenecks, automate routine tasks, and standardize systems, tools, and processes across regions with appropriate regional differences to ensure compliance and preserve candidate experience.
• Create and maintain SOPs; maintain a living TA Operations manual.

Vendor & Risk Management

• Manage contracts, SLAs, and performance with TA vendors.
• Ensure global recruiting compliance (EEO/OFCCP, GDPR and local laws), audit readiness, and policy/process enforcement.

Workforce Planning Integration

• Translate the workforce plan into an actionable hiring map.

Enablement: Onboarding & Training

• Onboard and continuously train new Talent Acquisition team members on tools, process, assessments, and hiring manager enablement; deliver interview training and quality‑of‑hire practices for stakeholders.

Employer Brand, EVP & TA Marketing

• Partner with Communications/Marketing to build and activate our EVP and a TA recruitment spaneting plan (career site content, CRM nurture, social campaigns, events), ensuring consistency across the funnel and measurable engagement.

Stakeholder & Global Team Influence

• Influence and enable global TA teams and cross‑functional partners) to meet goals, improve the candidate experience, and maintain standards across regions.

Qualifications:

• 8–10+ years in Talent Acquisition with operations leadership (global scope preferred) and a track record in process design, continuous improvement, and analytics.
• Hands‑on expertise with enterprise ATS/CRM; experience with a cloud-based recruiting platform strongly preferred.
• Demonstrated success influencing global teams and senior stakeholders, setting standards and driving adoption across regions.
• Experience onboarding and training recruiters and hiring managers; building SOPs/playbooks.
• Experience standardizing process globally with regional considerations
• Strong knowledge of compliance requirements (e.g., EEO/OFCCP, GDPR) and audit‑ready processes.

Competencies

• Strategic systems thinking, operational excellence, data fluency, vendor management, change management, stakeholder influence, and candidate‑centric

Education Requirements:

• Bachelors degree or equivalent experience.