Global Head of Talent Acquisition

Global Head of Talent Acquisition

Everest is a global leader in risk management, rooted in a rich, 50+ year heritage of enabling businesses to survive and thrive, and economies to function and flourish. We are underwriters of risk, growth, progress and opportunity. We are a global team focused on disciplined capital allocation and long‑term value creation for all stakeholders, who care deeply about our impact on communities and the wider world.

The Global Head of Talent Acquisition is responsible for defining and executing the enterprise‑wide talent acquisition strategy across a leading global reinsurance and insurance organization. This executive will lead all aspects of recruiting, workforce planning, executive search, employer branding, market intelligence, early talent, internal mobility, recruitment operations, and talent acquisition technology. As a key member of the HR Leadership Team reporting directly to the CHRO, the Global Head of Talent Acquisition partners closely with business leaders, Human Resources Business Partners, Finance, Compensation, Legal, and Talent Management to ensure the organization attracts and hires the talent required to achieve its strategic growth objectives.

The role provides leadership across multiple geographies, business segments, and functions, ensuring a consistent, scalable, and data‑driven approach to hiring while balancing local market requirements. This role is a hybrid (3 days a week minimum in office) based in Warren, NJ.

• Develop and execute a global talent acquisition strategy aligned with the organization’s business, workforce, and growth objectives.
• Serve as a trusted advisor to the Executive Committee and senior leaders on talent market dynamics, workforce planning, and hiring strategies.
• Lead, coach, and develop a global team of talent acquisition leaders, recruiters, sourcing specialists, and recruitment operations professionals.
• Establish a high‑performance culture focused on collaboration, accountability, innovation, and continuous improvement.
• Build long‑term talent acquisition capabilities that support future business growth and evolving workforce needs.

• Partner with business leaders and HR teams to translate workforce strategies into actionable recruiting plans.
• Provide external talent market intelligence, competitive insights, and workforce trends to inform business decisions.
• Develop talent‑mapping and succession‑related hiring strategies for critical and emerging roles.
• Guide leaders through hiring trade‑offs, organizational design considerations, and talent availability risks.

• Oversee the end‑to‑end recruiting lifecycle across all regions and functions, including executive, experienced professional, and early‑career hiring.
• Ensure effective recruiting governance, compliance, policies, and processes globally.
• Drive operational excellence through process optimization, standardization, and automation.
• Monitor and improve key recruiting metrics, including quality of hire, time‑to‑fill, hiring manager satisfaction, candidate experience, and cost efficiency.
• Establish scalable service delivery models capable of supporting changing business demands.

• Lead executive search efforts for senior leadership and highly specialized roles.
• Build proactive pipelines for critical talent across underwriting, claims, actuarial, technology, finance, operations, and corporate functions.
• Partner with executive leadership to identify and attract top industry talent from competitors and adjacent markets.
• Support succession planning efforts through external benchmarking and market intelligence.

• Partner with Marketing Communications to develop a compelling global employer brand and Employee Value Proposition (EVP).
• Expand the organization’s visibility across professional networks, industry associations, universities, and digital channels.
• Strengthen candidate attraction strategies through targeted marketing campaigns, social media engagement, and thought…