Executive Recruitment Manager

• Bachelor's degree in Human Resources, Business, or related field. 

• 10+ years of progressive talent acquisition experience with significant executive recruiting responsibility in a global organization. 

• Demonstrated experience leading through influence across regions or serving as a global process, program, or functional lead. 

• Demonstrated success recruiting Director, Senior Director, Vice President, and other executive-level positions, including hands-on search execution. 

• Experience building, implementing, and driving adoption of global recruiting processes, frameworks, governance, and programs. 

• Strong executive presence with the ability to advise, engage, and influence senior leaders and regional Talent Acquisition partners. 

• Proven ability to set global strategy while enabling effective regional execution in a highly matrixed environment. 

• Experience partnering with Compensation, HR, Talent, and senior business stakeholders on executive hiring decisions. 

• Strong analytical skills with experience using recruiting metrics, market intelligence, and stakeholder feedback to drive decisions and continuous improvement. 

• Excellent communication, stakeholder management, change leadership, and program leadership skills. 

Total Rewards:  
We understand compensation is an important factor as you consider the next step in your career. The estimated salary range for this position is $108,000-$145,000 and is based on multiple factors, including job-related knowledge/skills, experience, geographical location, as well as other factors. This position is eligible for annual bonus compensation with a target payout of 20% of the base salary. This position also provides health benefits such as medical, dental and vision; wellness benefits such as mental and financial health; and retirement savings (401K) commensurate with the standard rewards offered in each individual location or country. We also provide full-time employees with paid time off including vacation (15 days), holiday and personal days (totaling 12 days), and sick time off (72 hours). 

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Global Executive Recruiting Ownership & Leadership 

• Own the end-to-end global executive recruiting process, operating model, and strategic roadmap for UL Solutions. 

• Serve as the global executive recruiting lead of leads, providing direction, standards, guidance, and coordination to regional Talent Acquisition leaders and recruiters supporting executive hiring. 

• Lead full-cycle recruitment for Director, Senior Director, and Vice President level positions across the Americas while ensuring execution aligns with the global strategy and framework. 

• Develop and execute global executive recruiting strategies that identify and attract top leadership talent across markets. 

• Act as the primary global point of accountability for executive recruiting, driving alignment across business leaders, HR, Compensation, Talent, and regional Talent Acquisition teams. 

Global Executive Recruiting Program & Operating Model 

• Design, build, implement, and continuously evolve a scalable global executive recruiting framework and operating model for UL Solutions. 

• Establish global standards for process, governance, roles and responsibilities, documentation, tools, templates, metrics, and resources supporting executive hiring. 

• Create consistent global approaches for executive candidate assessment, interview management, stakeholder engagement, offer development, and candidate experience. 

• Drive regional adoption and accountability while allowing for appropriate local market and regulatory considerations. 

• Use data, market intelligence, stakeholder feedback, and process insights to continuously improve executive recruiting outcomes and operations. 

Global Matrix Leadership & Regional Enablement 

• Lead and align Talent Acquisition leaders and recruiters across the Americas, EMEA, and APAC around a shared global executive recruiting strategy and operating model. 

• Provide strategic direction, consultation, and escalation support to regional teams without direct reporting authority. 

• Build a global community of practice that enables knowledge sharing, consistent standards, and coordinated delivery across regions. 

• Partner closely with senior business leaders, HR, Compensation, and Talent stakeholders to define executive hiring needs, candidate profiles, leadership competencies, and market strategies. 

• Serve as the central global point of contact for executive recruiting strategy, process, governance, and stakeholder alignment. 

• Balance global consistency with regional execution needs in a highly matrixed organization. 

Internal Mobility & Succession Support 

• Partner with Talent and HR leaders globally to advance executive-level internal mobility and succession initiatives. 

• Support the identification, assessment, and movement of internal leadership talent across regions.