Overview
This role needs someone who can run a high-performing TA team while still staying close to the business by owning a slate of senior and critical mandates. You'll steer stakeholder alignment, enforce process discipline, raise the bar on candidate quality, and shape how the function shows up across markets.
Responsibilities
- Lead, coach, and develop a TA team that delivers consistently and grows in capability.
- Manage end-to-end hiring for senior and hard-to-fill roles, including market mapping, direct sourcing, and offer strategy.
- Partner with global and regional leaders to understand business priorities and convert them into sharp hiring plans.
- Build a culture of process adherence across the team from requisition intake to onboarding.
- Strengthen data discipline and drive actions based on funnel metrics, ageing, talent pipelines, and capacity planning.
- Act as the escalation point for business leaders and keep alignment steady even in ambiguous or high-pressure situations.
- Improve hiring workflows, reduce cycle time, and ensure every recruiter follows TA standards.
- Run weekly talent reviews with the business and ensure visibility of progress, risks, and dependencies.
- Shape talent attraction initiatives with insights on competitor talent, market realities, and messaging that resonates.
- Push continuous improvement across recruiting tools, systems, and stakeholder experience.
Qualifications
- 10+ years of strong Talent Acquisition experience across complex, high-growth environments.
- Strong experience leading recruiters in a fast-moving, multi-market setup.
- A track record of closing senior and niche roles through direct sourcing.
- Confident stakeholder management at Director and VP levels.
- Ability to coach, inspire, and raise performance across a team.
- Strong grip on data, hiring metrics, and operational rigor.
- Strong understanding of the latest hiring tools and techniques including AI-driven sourcing.
- Someone who thrives in ambiguity and keeps the team focused on outcomes.
- 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.
