Senior Manager, Talent Acquisition – NAM Global Supply Chain

Job Description Summary

The Senior Manager, Talent Acquisition – NAM Global Supply Chain (GSC) leads a high‑performing team with care, rigor, and a strong focus on delivering exceptional client and business outcomes. This leader partners closely with HR Business Partners and business leaders, fostering inclusive collaboration while navigating complexity and change.

The role drives continuous improvement in recruitment capabilities, scalability, and execution, leveraging best practices, technology, and innovative approaches aligned to evolving business needs. With the courage to challenge legacy practices and the discipline to execute with excellence, this leader supports teams through change with clarity and empathy.

As a member of the Americas Talent Acquisition leadership team, the Senior Manager plays a key role in advancing TA transformation and shaping enterprise‑wide TA policies, governance, and strategic initiatives.

• Lead Talent Acquisition:
  Oversee the planning, development, and execution of the entire talent acquisition process in NAM for GSC, ensuring alignment with business needs and organizational goals.

• Influence TA Strategy:
  Contribute to regional and global TA strategy, ensuring alignment with enterprise goals and consistent execution across geographies.

• Build and Lead a High‑Performing Team:
  Recruit, develop, and mentor Talent Acquisition Managers and recruitment professionals, fostering a customer‑focused, inclusive, and business‑savvy team aligned to recruitment objectives, best practices, and strong delivery outcomes.

• Lead a Distributed Team:
  Inspire and manage a diverse, geographically dispersed workforce, foster engagement, inclusion, continuous learning, and consistent high standards while respecting local and cultural nuances with care.

• Build Diverse Talent Pipelines:
  Lead sourcing and pipeline strategies that leverage multiple channels, tools, and partnerships to attract high‑quality, diverse talent and support hiring at scale.

• Use Data to Drive Decisions & Performance:
  Leverage labor market insights and internal data to anticipate talent needs, track KPIs (e.g., time‑to‑fill, aging requisitions, time to present), and continuously improve outcomes.

• Partner, Influence & Advise Leaders : Build trusted relationships with HR and senior leaders, providing expert, data‑driven guidance on recruitment strategies, technologies, policies, and talent initiatives such as restructures, ramps, and surge hiring.

• Ensure Consistency, Governance & Improvement:
  Foster cross‑regional collaboration, manage external partners, champion inclusive hiring, ensure compliance with policies and regulations, and drive continuous improvement in processes and candidate experience.

• Stay Updated on Trends and Compliance:
  Keep abreast of changing employment laws, trends, and policies that impact the recruitment function, ensuring compliance and best practices in recruitment operations.

• Minimum of 7+ years of experience in talent acquisition or recruitment, with at least 3+ years of leadership experience managing teams of recruitment professionals.

• Experience leading remote or geographically dispersed talent acquisition teams.

• A demonstrated passion for people, inclusion, and building engaged, high performing teams, with a strong sense of ownership and accountability.

• Proven leadership capability with the ability to coach, mentor, and manage teams, fostering a culture of accountability, collaboration, and sustained high performance.

• Proven experience designing and executing talent acquisition strategies with consistency across multiple countries and sites.

• Experience leading talent attraction strategies for hourly labor populations within manufacturing or supply chain environments, with a strong understanding of site‑specific nuances such as shift structures, local labor markets, employee relations considerations, and workforce volume fluctuations.

• Strong experience partnering with and influencing senior leaders to align talent strategies with complex business priorities.

• Ability to navigate matrixed, global organizations with courage, influence, and credibility.

• Track…