Talent Acquisition Function Leadership

• Own the overall performance, effectiveness, and continuous improvement of the U.S. Talent Acquisition function.
• Establish scalable recruiting processes, standards, and service expectations that drive consistency across the organization.
• Develop and execute a Talent Acquisition strategy that aligns with business priorities and workforce needs.
• Continuously assess current practices and implement enhancements that improve efficiency, hiring outcomes, recruiter effectiveness, and stakeholder satisfaction.
• Drive the evolution of the function toward a best-in-class recruiting organization.
• Create and implement recruiting metrics, reporting, and accountability measures to evaluate performance and identify opportunities for improvement.

Team Leadership & Development

• Lead, coach, and develop a team of recruiters.
• Establish clear goals, priorities, and performance expectations for the recruiting team.
• Foster a culture of accountability, collaboration, responsiveness, and continuous improvement.
• Ensure recruiting resources are aligned appropriately to meet business needs and hiring demands.
• Provide guidance, support, and professional development opportunities to help recruiters maximize their effectiveness and impact.

Strategic Business Partnership

• Serve as the primary Talent Acquisition partner to HR leadership and business leaders.
• Build strong partnerships across the organization and establish credibility as a trusted advisor.
• Consult with leaders on workforce planning, talent market conditions, recruiting strategies, and hiring challenges.
• Partner with hiring managers to improve the overall quality and effectiveness of hiring decisions.

Executive & Critical Talent Recruitment

• Personally lead searches and facilitate the recruitment for key, complex, and leadership-level positions across the organization.
• Develop targeted sourcing and recruiting strategies to attract top talent.
• Guide hiring teams through intake, candidate assessment, selection, and offer processes.
• Ensure a high-quality candidate experience and maintain recruiting excellence across all stages of the hiring process.

Talent Acquisition Operations

• Oversee utilization of Workday Recruiting and other recruiting tools to ensure efficient and effective recruiting operations.
• Maintain data integrity, reporting accuracy, and compliance with applicable employment laws and company policies.
• Monitor recruiting workload, team performance, and hiring activity to ensure service levels are met.
• Identify opportunities to leverage technology, automation, and best practices to improve recruiting outcomes.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 7+ years of progressive full-cycle recruiting experience.
• 3+ years of Talent Acquisition leadership experience with responsibility for team performance and recruiting outcomes.
• Demonstrated success building, improving, or scaling recruiting programs, processes, or functions.
• Proven ability to build strong partnerships and influence stakeholders at all levels of an organization.
• Experience recruiting and managing recruitment efforts across professional, engineering, operations support, and corporate functions.
• Experience utilizing data, metrics, and analytics to drive recruiting decisions and continuous improvement.
• Experience with Workday Recruiting or comparable ATS platforms.
• Strong knowledge of employment law and recruiting best practices.

What Success Looks Like

• The Talent Acquisition function operates with clear structure, accountability, and measurable results.
• Recruiters are engaged, productive, and consistently delivering a high-quality experience.
• Hiring managers view Talent Acquisition as a trusted business partner.
• Critical and hard-to-fill positions are filled with top-tier talent.
• Recruiting processes continue to evolve and improve as the organization's needs change.