Corporate Recruiting Manager

About the Role

Reporting to the Global TA Leader, the Corporate Recruiting Manager will drive the overall strategy, tactical execution, and resource deployment required to lead the recruitment efforts in Commercial (Sales) and Strategic Functions (corporate administrative), including HR, Finance, IT, Marketing, and International. This individual plays a pivotal role in achieving the vision of the talent acquisition organization, focusing on recruitment planning, technology, process optimization, recruiter productivity, insightful data and metrics, recruitment marketing and employer brand, and innovative technologies to provide automation and create faster hiring. Manage the successful staffing of all roles on a timely basis and on budget. Monitor and manage employee turnover to develop and implement employee retention strategies that address specific turnover drivers. Drive a hiring experience that cultivates memorable candidate connections, creates passionate brand stewards who are fully aligned with the company’s culture & values. The successful candidate must be a self-starter who thrives in a collaborative environment and is comfortable operating in a constantly evolving, fast-moving, results-oriented organization.

Key Priorities

• Build Partnerships: Learn the business, industry, and culture. Establish partnerships with Commercial and Strategic functions, business leaders and HR business partners across a range of disciplines and geographies to develop and execute sourcing strategies, hiring plans, monitor outcomes, and educate on shared processes.
• Functional Leadership: Conduct full assessment of the Commercial and Strategic functions TA team, inclusive of strategy, structure, talent, and technology. Identify skills gaps, inefficiencies, technology needs, and other pain points. Champion the team’s efforts to design and implement scalable org structures, processes, and tools. Develop an integrated plan for TA team priorities & projects. Provide ongoing team recognition, feedback and development while holding employees accountable for success.
• TA Roadmap: Analyze market relevance and competitiveness of current TA programs and define TA Roadmap required to achieve the company’s growth objectives. Define short/mid/long-term TA strategy and goals. Focus the recruitment, hiring, and onboarding experience on cultivating memorable candidate connections, promoting loyalty, and improving retention. Imbed culture & belonging philosophy into all Talent Acquisition activities.
• Talent Analytics & Dashboards: Assess and measure team effectiveness by tracking performance metrics against TA goals & budget; ensure compliance with negotiated agreements. Collaborate with business leaders and peers to develop and drive the cross-functional utilization of KPIs, analytics, and dashboards to influence talent/business decisions and proactively manage executive leadership expectations.

Qualifications

• Bachelor's degree in Human Resources or related field preferred.
• Minimum of 8 years of full cycle corporate recrement experience required.
• 2+ years of TA leadership experience required.
• Experience with iCIMS, Workday, Greenhouse or similar ATS systems preferred.
• Self-starter with a superior work ethic and a defined sense of urgency.
• Commitment to Diversity, equity, and inclusion principles, with demonstrated experience in fostering diverse executive leadership teams.