PURPOSE OF THE JOB
The Global Talent Acquisition Operations Leader is a strategic leadership role responsible for architecting and running the operational backbone of the enterprise's global Talent Acquisition function. This role owns the end-to-end recruiting technology and tools ecosystem, the full vendor management portfolio (contingent labor, background checks, pre-boarding, drug screening, recruitment marketing, and I-9/employment verification), and US early
careers strategy, including campus recruiting. The role also ensures consistent, scalable, and compliant recruiting processes across all populations - plant/hourly, salaried, and executive -and across all geographies in which the company operates. This is a strategic, enterprise-wide role that shapes how the organization sources, attracts,
and onboards talent globally, while driving operational excellence, vendor accountability, and technology enablement across the entire talent acquisition lifecycle.
Reports to: Director of Global Talent Acquisition
Span of Control: 5 Direct Reports - Early Career Recruiting Lead, TA Coordinators (2), TA Analyst (Contractor), TA Operations Lead
Location: Toledo, OH JOB RESPONSIBILITIES
Enterprise Talent Acquisition Technology & Tools- Own the global TA technology stack strategy, including ATS, CRM, sourcing platforms, assessment tools, and interview scheduling technology.
- Partner with the HRIS team to define the roadmap for system enhancements, integrations, and automation to improve efficiency, candidate experience, and data quality.
- Partner with HRIS/IT to ensure systems scale globally and support all business units and geographies.
- Establish global standards for TA data, reporting, and analytics to drive decision making.
Vendor Management (Enterprise-Wide)- Serve as the enterprise owner for all TA-related vendor relationships, including: Contingent labor / staffing vendor, Background check providers, Pre-boarding vendors, Drug screening providers, Recruitment marketing/advertising agencies, I-9 / employment eligibility verification vendors
- Lead vendor selection, contract negotiation, performance management, and governance (SLAs, KPIs, QBRs).
- Drive cost optimization, risk mitigation, and compliance across all third-party TA partners globally.
End-to-End Talent Acquisition Process Ownership- Design and standardize the global end-to-end recruiting process across all talent segments: hourly/plant, salaried, and executive.
- Ensure process consistency, compliance, and scalability while allowing for regional/local nuance where legally or culturally required.
- Partner with regional TA leaders to ensure global process adoption and continuous improvement.
- Monitor and report on recruiting process efficiency (time-to-fill, cost-per-hire, quality of hire, candidate experience, funnel conversion) across all populations.
Enterprise Early Careers Leadership- Own and lead the US Early Careers strategy, including internships, co-ops, and new graduate programs.
- Identify and prioritize target schools and institutions aligned to enterprise talent needs.
- Design and execute the on-campus recruiting strategy, including campus events, brand presence, and university partnerships.
- Build early careers programs to develop pipelines that feed enterprise leadership development programs.
Strategic & People Leadership- Serve as a key strategic partner to the Global Director of Talent Acquisition, translating enterprise talent acquisition strategy into scalable operational execution.
- Lead, coach, and develop a team of five direct reports overseeing technology/tools, vendor management, TA process/operations, and early careers.
- Build organizational capability and bench strength across the TA operations team.
- Represent TA operations in cross-functional forums (HR leadership, Procurement, Legal,
IT, Finance) to align strategy, budget, and compliance.
JOB REQUIREMENTSMINIMUM QUALIFICATIONS:- 7-10 years of broad human resources leadership experience across multiple HR disciplines, with a strong focus on process excellence, operational efficiency, continuous improvement, and scalable enterprise solutions.
- Demonstrated experience managing enterprise-level vendor relationships and contracts (staffing, background checks, screening, recruitment marketing).
- Experience building and scaling early careers/campus recruiting programs.
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