
Head of Recruitment
3 weeks ago
Responsibilities:
Talent Acquisition Strategy & Workforce Planning
• Define and drive the enterprise-wide talent acquisition strategy aligned with business growth.
• Partner with business leaders and HRBPs to forecast workforce requirements and build long-term pipelines.
• Balance volume, niche, and leadership hiring priorities across business units.
End-to-End Recruitment Leadership
• Oversee the recruitment lifecycle across functions and geographies, ensuring consistency and speed.
• Set standards for sourcing, assessments, and candidate evaluation.
• Enhance candidate experience while reducing time-to-fill.
Employer Branding & Talent Engagement
• Champion the company's EVP and employer brand strategy.
• Partner with Marketing on digital campaigns, career fairs, and university engagements.
• Build innovative channels to engage passive and niche talent.
Diversity & Inclusive Hiring
• Institutionalize diverse and inclusive hiring practices.
• Establish governance around unbiased assessments and hiring panel capability.
• Build accountability for D&I goals across business units.
Recruitment Governance & Metrics
• Establish governance frameworks, policies, and compliance standards for all hiring.
• Track and report enterprise-wide hiring metrics (time-to-fill, quality of hire, cost-per-hire, diversity ratios).
• Present insights and recommendations to CHRO and leadership teams for continuous improvement.
Stakeholder & Vendor Management
• Act as the primary talent acquisition partner for business leaders.
• Govern external vendor ecosystem (agencies, RPO partners, campus alliances) through structured SLAs and performance reviews.
• Drive vendor rationalization and cost optimization.
Technology, Standardization & Process Excellence
• Lead adoption of ATS, automation, and AI tools for scalable hiring.
• Standardize recruitment processes, interview frameworks, and documentation across businesses.
• Continuously improve workflows to drive efficiency, compliance, and scalability.
Qualifications:
· MBA in HR / Business Management or related field.
· 15 years + in recruitment, with proven success in large-scale, multi-business enterprises.
· Industry preference: Manufacturing, Engineering, or other sectors with complex and high-volume hiring.
· Strong expertise in recruitment governance, vendor management, employer branding, and technology adoption.
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