As a Talent Acquisition Service Delivery Lead, you will be responsible for leading, developing, and driving recruitment strategies to ensure high-quality talent acquisition service delivery. You will partner with business leaders, HR teams, and talent acquisition functions to align hiring strategies with workforce needs.

This role will focus on executing TA strategies, stakeholder engagement, team leadership, process compliance, data-driven decision-making, and collaboration with global teams.

You will oversee the end-to-end recruitment process, ensuring that hiring strategies are aligned with business goals and executed effectively. Additionally, you will mentor and guide recruitment teams, ensuring operational excellence, compliance, and continuous process improvement.

Responsibilities

Talent Acquisition Service Delivery
Execute talent acquisition strategies for frontline and/or professional hiring, ensuring alignment with business needs.
Identify and address market/function-specific talent needs by developing tailored recruitment plans.
Champion and drive the activation of global TA programs and initiatives, ensuring alignment with corporate strategies.
Support and drive the diversity hiring agenda, ensuring inclusive and equitable hiring processes.
Optimize recruitment service delivery efficiency, ensuring seamless and high-quality candidate experiences.
Regional Stakeholder Engagement
Build and maintain strong relationships with business leaders, Total Rewards, Talent Management,
People Experience and Operations, HR, and any other relevant stakeholders.
Act as the primary point of contact for recruitment progress, challenges, and best practices within the region.
Provide data-driven insights and market trends to inform talent strategies.
Act as an escalation point for any recruitment challenges, ensuring timely resolution.
Team Leadership, Development & Performance Management
Lead, mentor, and develop high-performing recruitment teams within assigned market(s)/function(s).
Provide ongoing coaching, career development support, and leadership guidance to recruiters.
Set clear performance expectations following global guidelines, conduct regular performance reviews, and provide developmental feedback.
Foster an inclusive, collaborative, and high-performance culture that supports recruiter growth and service excellence.
Effectively allocate resources, monitor team workload, and identify capacity gaps to optimize hiring efficiency.
Promote a continuous improvement mindset, encouraging knowledge sharing and best practice adoption across the TA function.
Global TA Process Adoption & Compliance
Ensure that recruitment teams adhere to the global TA process, aligning with both local and corporate hiring standards.
Maintain compliance with hiring policies, regulations, and company guidelines within assigned market(s)/function(s).
Stay updated on global TA process changes, system updates, and best practices, ensuring the team is trained and informed.
Drive consistent adoption of structured hiring methodologies, ensuring data-driven hiring decisions.
Identify and mitigate recruitment risks, ensuring process integrity.
Data Analysis, Reporting & Market Insights
Track and analyze recruitment metrics (e.g., time-to-find, offer acceptance rates, and candidate experience scores) and identify areas for improvement in team performance and overall recruitment outcomes.
Generate data-driven reports to provide insights and recommendations for recruitment improvements.
Leverage external labor market data to optimize hiring strategies based on industry trends.
Identify bottlenecks and recruitment inefficiencies, define actionable solutions for improvement with
Global H2O Process team.
Technology & Tools Implementation
Drive adoption of ATS, CRM, and recruitment automation tools to improve process efficiency adhering to relevant internal guidelines and policies.
Provide feedback on system usability and identify potential technology enhancements to improve recruiter effectiveness.
Train and support recruitment teams in effectively utilizing technology to streamline hiring.
Collaboration & Partnership with Global Teams
Collaborate with TA Process teams and other global talent functions to ensure standardization in service delivery.
Partner with the Global Attraction & Engagement team to activate employer branding initiatives in assigned market(s)/function(s)
Partner closely with the Global TA CoE team to understand long-term talent strategy for the region and translate the strategies into hiring plans.
Share regional insights, challenges, and best practices with global TA teams to contribute to the continuous improvement of global recruitment processes.
Provide feedback to the Global Hire-To-Onboard (H2O) Process Team on process improvements based on real-world application and data analysis.
Ensure seamless collaboration between TA Service Delivery and Coordination Teams, improving operational efficiency.
Specialized Responsibilities Based on Talent Acquisition Service Delivery Lead Scope
Oversee day-to-day recruitment operations, ensuring the team meets hiring SLAs and performance goals.
Coach, mentor, and develop Professional Recruiters, Frontline Recruiters, and/or Hybrid Recruiters, supporting their career growth.
Ensure recruitment teams leverage structured sourcing strategies, employer branding, and talent engagement best practices.
Drive collaborative hiring approaches with business stakeholders, ensuring alignment on recruitment execution.
Identify and address recruitment challenges, ensuring smooth operational execution.
Provide direct hiring support as needed for high-priority roles.
Lead regular team meetings, knowledge-sharing sessions, and training initiatives to strengthen recruiter capabilities.

Qualifications

Education:

Bachelor's degree

Talent Acquisition Leadership Experience:

5+ years (years of experience depending on location) of progressive leadership experience in Talent Acquisition, with a proven track record of managing large-scale recruitment operations and teams. Experience leading teams across multiple locations/functions.
Full-Cycle Recruitment Expertise: Deep understanding of the full recruitment lifecycle, from talent planning and sourcing to offer negotiation and onboarding. Experience with both frontline and professional hiring is crucial.
Stakeholder Management & Influence: Exceptional stakeholder management and communication
Demonstrated ability to build strong relationships and influence senior leadership and cross[1]functional teams (including HR Business Partners, Total Rewards, Talent Management, People
Experience and Operations, and other relevant stakeholders)
Team Leadership & Development: Proven ability to lead, mentor, coach, and develop high[1]performing recruitment teams. Experience setting performance expectations, conducting reviews, providing feedback, and fostering a positive and inclusive team culture.
Operational Excellence & Process Improvement: Strong focus on operational efficiency and process
Ability to identify bottlenecks and optimize resource allocation. Experience implementing process improvements and driving adoption of best practices.
Data Analysis & Reporting: Strong analytical skills and experience using data to inform decision[1] Ability to track and analyze recruitment metrics, generate insightful reports, and identify areas for improvement.
Compliance & Risk Management: Deep understanding of employment laws, regulations, and compliance requirements related to hiring. Experience ensuring adherence to company policies and mitigating recruitment risks.
Technology & Tools Proficiency: Proficiency with Applicant Tracking Systems (ATS), Customer
Relationship Management (CRM) systems, and other recruitment technologies. Ability to drive adoption of technology and identify opportunities for enhancement.
Collaboration & Partnership: Excellent collaboration and partnership skills. Ability to work effectively with global talent functions, including TA Process teams, Attraction & Engagement, Talent COEs, and other relevant teams.
Adaptability & Agility: Demonstrated flexibility and adaptability in a constantly evolving environment. Ability to manage shifting priorities, maintain focus, and effectively prioritize work in a demanding environment.
Global Experience: Experience working in a global organization
Communication & Presentation: Excellent communication (written and verbal), interpersonal, and presentation skills. Ability to effectively communicate complex information to diverse audiences, including executive leadership.

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