Global Talent Acquisition Manager

Overview

Badger Meter - Where Every Drop Counts and So Do You

At Badger Meter, we're innovators with a mission: to preserve and protect the world's most precious resource. For over 120 years, our trusted solutions have enabled our customers to optimize the delivery and use of water, maximize revenue and reduce waste. Every employee at Badger Meter is an important part of our success. Here, your work doesn't just move a business forward - it shapes a more sustainable future.

We are committed to building a workplace where we celebrate differences, empower voices, and encourage fresh ideas that drive innovation. When you join us, you'll find:

• Purpose-driven work that makes a real difference in communities around the globe.
• Career growth and development opportunities designed to help you achieve your potential.
• A supportive, inclusive culture where collaboration and creativity thrive.

Be part of something bigger. At Badger Meter, your contributions will ripple far beyond the workplace - creating lasting change for people and the planet.

What You Will Contribute:

Badger Meter is growing and so is our HR Leadership Team! We’re excited to be adding a Global Talent Acquisition Manager to our team at our Milwaukee, WI Global Headquarters. This is a high‑impact, on‑site role—five days a week—working closely with and reporting directly to our VP of Human Resources.

As we continue to scale our global footprint, this leader will shape how we attract, engage, and hire the talent that drives our mission forward. It’s an opportunity to influence strategy, elevate our employer brand, and build the systems and experiences that support a world‑class workforce.

The Global Talent Acquisition Manager leads our high impact recruiting function that delivers exceptional talent outcomes and an outstanding candidate and hiring manager experience. This role builds a scalable, data-driven, technology-enabled recruiting engine that anticipates workforce needs, strengthens hiring capabilities across the organization, and continuously improves speed, quality, and effective hiring practices. The role blends strategy and execution—owning end-to-end recruiting performance, modern sourcing and assessment practices, and a compelling employer brand.

This is a hands-on player/coach role: setting strategy and standards, removing barriers, coaching recruiters and hiring managers, and owning recruiting performance end-to-end.

• Talent Acquisition Strategy & Workforce Enablement
  Champion best-in-class, forward-thinking talent acquisition strategies that keep our recruiting function ahead of the market—leveraging skills-based hiring, talent segmentation, proactive talent communities, structured and modern assessments, responsible AI/automation, and continuous improvement to measurably improve speed, quality of hire, equity, and candidate experience.
• Workforce Planning
  Lead the quarterly workforce planning process that includes forecast vs. actual hiring, talent spend, pipeline health, risk areas, and recommended mitigation actions.
• In conjunction with the Talent Development team, own end-to-end talent pipeline strategy across early career pathways—designing and scaling intern/co-op programs, apprenticeship or trainee models and conversion strategies that build a durable feeder system for key functions including engineering, software, and operations roles.
• Build external talent partnerships with high schools, technical colleges, community colleges, and universities, as well as workforce development boards and community organizations—establishing a repeatable cadence for events, curriculum alignment/input, project collaboration and measurable outcomes (pipeline volume, quality, diversity of slates, and hire/conversion rates).
• Partner with Mar Com to strengthen employer brand messaging and recruiting content.
• Maintain a Workday-enabled Talent Planning Dashboard with key metrics.

• Lead the global team of acquisition professionals as well as manage the current contract recruitment agency partnership.
• Set consistent intake practices, service-level expectations, and hiring manager…