Vice President Talent Acquisition and Leadership Development

Vice President Talent Acquisition and Leadership Development

The business is competing on speed, margin, innovation, and operational excellence. That requires leaders at every level who can scale, adapt, and execute. This role owns the systems, pipelines, and standards that make that happen.

• Architect and run an end-to-end recruiting strategy for corporate, commercial, R&D, and plant leadership roles.
• Move the company from reactive hiring to proactive pipeline building, particularly for hard-to-find operational and technical talent.
• Build a recruiting function that is data-driven, fast, and respected by the business—not a bottleneck.
• Establish clear hiring standards and decision rights; reduce “committee hiring” and bias without slowing execution.
• Partner tightly with operations and supply chain leaders to understand real workforce needs, not HR assumptions.

• Design and implement a leadership development architecture aligned to the company’s growth strategy and operating model.
• Identify high-potential talent early and create differentiated development paths—not generic programs.
• Own succession planning for critical roles, including plant leadership and functional heads.
• Ensure leaders are coached on people leadership, execution, and decision-making, not just values and competencies.
• Measure impact: bench strength, promotion rates, regretted attrition, and performance outcomes.

• Translate company strategy into clear leadership expectations at every level.
• Raise the bar on what “good leadership” actually means in a manufacturing environment.
• Hold leaders accountable for developing talent—not delegating it to HR.
• Influence senior executives with confidence and credibility; this role is a peer, not a service provider.

Experience That Matters

• 15+ years in HR with deep, hands‑on leadership in talent acquisition and leadership development.
• Proven experience in manufacturing or consumer goods—this is not optional.
• Track record of building talent systems that scale in complex, operational environments.
• Experience working directly with senior executives and influencing without formal authority.

How This Leader Operates

• Commercially minded; understands how talent decisions impact margin, throughput, and growth.
• Comfortable challenging leaders when standards slip.
• Decisive, pragmatic, and allergic to bureaucracy.
• Develops people rigorously—and expects the same from others.

Executive

Full‑time

Human Resources and Management

Manufacturing and Defense and Space Manufacturing