Talent Acquisition Leader

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As the Talent Acquisition Leader, you will lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical hiring that supports Clorox’s transformation priorities and long-term success. You will provide leadership and direction across this critical portfolio, personally leading select searches while ensuring strong outcomes more broadly.

Working closely with senior business leaders and HR partners, you will translate business priorities, workforce and talent plans, future capability needs, and market realities into recruiting strategies, talent maps, and proactive pipelines for the roles most critical to Clorox’s future.

You will serve as a trusted advisor to C-suite executives and senior leaders, bringing strong business acumen, talent judgment, assessment expertise, and external market intelligence to improve hiring outcomes and strengthen critical capabilities across the organization.

You will also play a key role in building a more proactive, strategic, and insight-driven Talent Acquisition function by strengthening sourcing and talent intelligence capabilities, advancing data-driven decision-making, improving hiring outcomes for priority roles, and elevating recruiter and sourcer capabilities across the team.

This role reports to the Global Talent Acquisition & Mobility Sr.  this role, you will:

Lead Executive & Business-Critical Searches Lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical searches from strategy through close.

Provide leadership and direction for high-impact, confidential, and critical searches, personally leading select searches where appropriate.

Determine the optimal search strategy by leveraging internal recruiting resources, sourcing teams, and external search partners.

Create a high-touch, transparent, and thoughtful experience for candidates and hiring leaders.

Strengthen search outcomes through clear measures of pipeline strength, slate quality, candidate experience, assessment rigor, inclusive slate development, quality of hire, and recruiting effectiveness.

Partner Strategically with Business Leaders Serve as a senior Talent Acquisition partner for priority business areas, including Sales, Marketing, and other business-critical areas.

Translate business priorities, talent plans, future capability needs, succession considerations, and market realities into recruiting strategies, talent maps, and proactive pipelines.

Partner with HR and business leaders to define success profiles, prioritize critical capabilities, identify talent risks early, and make more informed hiring decisions.

Advise leaders with candid, evidence-based recommendations on talent-market realities, hiring trade-offs, competitive dynamics, urgency, quality of hire, and opportunities to strengthen pipelines.

Build Sourcing & Talent Intelligence Capability Build and strengthen proactive sourcing, market mapping, and talent intelligence capabilities across the Talent Acquisition function.

Turn market data, competitor movement, external trends, workforce shifts, and future skills needs into clear talent insights and actionable recommendations that improve hiring decisions.

Build long-term relationships with high-caliber passive talent and relevant external networks.

Establish scalable practices, tools, and standards for sourcing and talent intelligence.

Advance Talent Acquisition Capability &…