Talent Acquisition Lead

Our team in Corporate Group, Talent Acquisition is looking for a Talent Acquisition Leader to join them. In this role you will support Space and Defense Group and report to the Global Head of Talent Acquisition. This role will have a hybrid work schedule.

Summary:

This is a key role that shapes strategy and drives the hiring plans for this fast-moving, innovative engineering and manufacturing-oriented business. The role directly leads TA in the US and provides a level of oversight into hiring globally.

The ideal candidate must be able to act autonomously, enjoy navigating ambiguous situations, build innovative solutions, thrive on developing relationships, and influence change. The Talent Acquisition Leader is the conduit between business leaders, HR Leaders, and the Recruiters to produce a comprehensive plan to meet the forecasted hiring demands.

This role will partner directly with the HR Director (HRD), Human Resource Business Partners (HRBP) and hiring managers to provide workforce planning and operational metrics that creates the recruiting strategy and drives the execution of the hiring plans.

To be considered for Talent Acquisition Leader, here’s what you’ll need to bring with you:

• A bachelor’s degree plus a minimum of 6+ years progressive experience in

• recruitment, sourcing, and technology.

• Knowledge of applicant tracking systems and social media platforms.

• Experience developing processes in support of a high growth company.

• Experience creating a quality, full-life cycle recruiting process.

• Ability to prioritize multiple functions, tasks, and responsibilities.

• Manage time in a fast-paced work environment.

• Ability to work independently and collaborate with multiple teams.

• Strong leadership, communication, and collaboration skills with the ability to effectively lead, mentor and influence Senior Management in talent attraction related decisions.

• Strategic acumen to understand the business environment.

• Proven analytical, problem-solving and execution skill

As a Talent Acquisition Leader, you will:

• Build and maintain strong relationships with Business Leaders to ensure knowledge of their forecasted operational growth and to translate into a hiring plan. Drive to understand, in partnership with the business, the hiring forecast which impacts the near and long-term business growth.

• Become a trusted advisor and partner to the HRBP community. Ensure all HRBPs maintain a level of understanding as to the complexity of the external hiring market and provide guidance to the various leadership teams to deliver a sustainable pipeline of talent.

• Be an active member of the Talent Acquisition Leadership team; utilizing the information gleaned from the business and the HR organization to ensure the business and operational needs are considered as the broader operational decisions are made.

• Be an active member of the HR leadership teams, providing inputs about market conditions, trends, internal challenges, and creative solutions to drive a flawless execution of the hiring plans.

• Coach and develop a team of recruiters.

• Maintain an active personal requisition load of 5-8 strategic roles.

The position has direct responsibility for:

• Leading a team of recruiters.

• Engaging the business leaders in strategic workforce planning, providing market intelligence as well as insight to create and drive talent acquisition strategy development to fully understand future skill demand and plan resources accordingly. The primary focus is US based-hiring but the role has a matrixed relationship with hiring outside the US.

• Creating strategic partnerships with key stakeholders (HR Directors, HRBPs and hiring leaders).

• Providing subject matter expertise to the operating group and HR leadership on talent and hiring trends utilizing talent analytic tools and consistently assessing how we source talent and create a world-class brand. Develop and execute recruiting strategies that deliver top quality candidates and new hires.

• Creating a performance-based culture to enable a high level of engagement with the operating group client. Drive and measure performance metrics and competency attributes for the recruiters. Continuous cycle of assessing team strengths and opportunities for improvement leading to individual development plans for each recruiter.