Global Head of Talent Acquisition and Workforce Architecture_GLOBA020530

At Visteon, the work we do is both relevant and recognized—not just by our organization, but by our peers, by industry-leading brands, and by millions of drivers around the world. That's YOUR work.

And, as a truly global technology leader in the mobility space, focused on building cross-functional AND
cross-cultural
teams, we connect you with people who help you grow.
So here, whatever we do is not a job. It's a mission.
As a multi-billion-dollar leader of disruptive change in the industry, we are shaping the future, while enabling a cleaner environment. No other industry offers more fast-paced change and opportunity. We are in the midst of a mobility revolution that will completely change the way we interact with our vehicles, reduce the number of car accidents and fatalities, and make the world a cleaner place. 
Visteon is at the epicenter of this mobility revolution.
Two major trends in the automotive industry – the shift to electric vehicles and vehicles with autonomous safety technologies – have created unique opportunities for Visteon. We are the only automotive provider focused exclusively on cockpit electronics – the fastest-growing segment in the industry.And our team is ready for YOU. To show the world what you can do.
Global Head of Talent Acquisition and Workforce Architecture
Mission of the Role:
Lead the global recruitment strategy, delivering high-quality, scalable talent acquisition and workforce planning to support organizational growth. Drive innovation, executive hiring, and data-driven decision-making while supporting organizational goals, ensuring exceptional candidate experiences and compliance.
Key Objectives of this Role:
Recruitment Strategy & Leadership:

• Develop and implement a scalable global recruitment strategy aligned to business goals, ensuring consistent approach and a quality first mindset.
• Identify new talent pipelines aligned to industry trends and company strategy.
• Drive innovation, leverage Al, data driven insights and emerging technologies to enhance hiring outcomes.

Delivery & Operational Excellence:

• Own and drive end-to-end recruitment delivery globally.
• Partner with HR and business leaders to meet workforce demands across diverse functions, geographies, and industries.
• Continuously improve key recruitment metrics, such as time-to-hire, cost-per-hire, quality of hire, and candidate satisfaction.
• Ensure compliance with global hiring laws and ethics.

Elevating Candidate Selection Quality:

• Design and implement frameworks to enhance quality of candidate selection, competency-based interviews, and predictive hiring approaches.
• Collaborate with hiring managers to refine job requirements and selection criteria to ensure alignment with organizational goals.
• Leverage data analytics (E.g.: HCM's real-time dashboards), to reduce bias and improve the effectiveness of selection processes.

Executive Hiring:

• Lead C-suite and senior leadership recruiting strategies to attract and retain senior leadership talent.
• Build strong networks and partnerships with executive search firm, to ensure access to top-tier candidates.
• Align with the CPO, CEO, and Board on leadership hiring needs based on long-term business strategy.
• Build and maintain a robust, ready-now talent slate for all critical and high-risk leadership roles globally, significantly reducing time-to-fill and mitigating key business risks.

Workforce Planning:

• Lead strategic workforce planning to forecast and address future talent needs aligned with business growth, including M&A due diligence and integration efforts.
• Partner with Finance, Operations and different Functions to identify capability gaps & plan to fulfill
• Analyze workforce capability, cost, and productivity across geographies and functions.

Team Leadership & Development:

• Build and mentor high-performing global TA & WFP team.
• Set clear performance goals, outcome metrics and foster innovation, accountability, and continuous learning.

 Employer Branding & Candidate Experience:

• Enhance the organization's employer brand to position it as an employer of choice in competitive markets.
• Ensure a seamless, engaging candidate journey leveraging our HCM's candidate engagement features.

Key Performance Indicators:

• Hiring Effectiveness & Satisfaction: Achieve target improvements in Time-to-Hire, Cost-per-Hire (optimized for quality), Quality of Hire, Candidate Satisfaction, New Hire Retention, and Hiring Manager Satisfaction.
• Diversity & Inclusion: Substantially increase diverse representation across all talent pipelines and new hires.
• System Optimization: Achieve 100% global adoption and optimal utilization of Darwinbox recruitment modules.
• Talent Pipeline Quality: Deliver a high-quality, accelerated talent pipeline through advanced talent marketing, rigorous assessment programs, and impactful TA technology solutions (e.g., TA 2.0).
• Regional TA Excellence: Elevate regional TA team capabilities in continuous process improvement, global talent availability mapping, governance, and stakeholder feedback.
• Global University Talent Acquisition: Establish and scale best-in-class global university recruitment programs.

Key Year One Deliverables:

• Global ATS Implementation: Successfully implement and ensure full global adoption of the Darwinbox Talent Acquisition system.
• TA 2.0 Transformation: Complete TA 2.0 transformation, embedding AI and automation into core sourcing and screening processes.
• Candidate Funnel Enhancement: Significantly improve candidate funnel quality through AI and data-driven insights.
• Baseline Metrics & Governance: Establish robust baseline metrics and comprehensive governance for new hire retention, pipeline quality, and overall TA processes and tools.
• Leadership & University Talent Framework: Design and implement a robust global framework for identifying, assessing, and recruiting top-tier university talent and future leadership pipeline candidates.

Qualification, Experience and Skills:

• Bachelor's degree in human resources, Business Administration, or related field
• 15+ years of progressive experience in global talent acquisition and workforce planning.
• Experience collaborating with Executive Team and Business Leaders.
• Proven track record in executive hiring, and CoE setup.
• Strong understanding of global labor markets and employment trends.
• Exceptional leadership and people management skills, with a track record of building high-performing teams.
• Data-driven mindset with experience leveraging recruitment analytics and technology (ex: ATS, CRM, AI tools).
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