The Head of Global Talent Acquisition will lead the global recruiting strategy, operating model, and team responsible for attracting, assessing, and hiring talent across regions. This leader will strengthen recruiting standards, develop a high-performing TA team, and build a scalable, data-driven function that supports operations, manufacturing, engineering, technical, professional, and leadership hiring.

The role requires a hands-on talent acquisition leader who can partner closely with senior business and HR leaders, provide visibility into pipeline health and hiring performance, and personally manage select senior executive searches.

Principal Responsibilities

Lead & Develop a World-Class Team:

• Lead, develop, and continue to strengthen a high-performing global talent acquisition team of approximately 20, with four direct reports: an APAC recruiting leader, an EMEA recruiting leader, and two Americas-based leaders.
• Shape the talent acquisition operating model, processes, and standards to ensure consistent global execution, while coaching recruiters to serve as trusted talent advisors and build a team culture that attracts, develops, and retains top recruiting talent.

• Set a high bar for sourcing, candidate experience, and execution, and build the bench for the future.

Global Talent Acquisition Strategy:

• Own and advance Ralliant’s talent acquisition strategy to attract and hire the best talent, with speed and rigor, everywhere they operate, supported by scalable sourcing channels, modern and AI-enabled tooling, and a metrics-driven operating model.
• Partner with Talent Planning to bring the talent acquisition lens to strategic workforce planning, translating future capability needs into proactive pipelines so the organization is positioned to win for critical and hard-to-fill roles.
• Partner with Communications to define and amplify Ralliant’s employer brand and value proposition in the market.

Stakeholder Partnership:

• Run a disciplined account-management model in partnership with senior business leaders and the Heads of HR.
• Provide clear, real-time visibility into active searches, pipeline health, and the recruiting metrics that matter, including time-to-fill and quality of hire.
• Hold both the function and the hiring leaders accountable to agreed service levels and a rigorous hiring process, and serve as a trusted, integrated voice on talent market trends in executive forums.

Executive Recruiting & Talent:

• Partner closely with the broader talent team and their external search partners on executive recruiting and personally own a select portfolio of their most senior and sensitive searches end-to-end, from research through interview debriefs and finalist recommendations.

• Ensure the approach to executive talent is integrated with succession and pipeline strategy and manage the external search-firm relationships in partnership with the Head of Talent.

   

Additional Preferred Attributes:

• Experience operating in a matrixed, global organization.
• Experience managing executive search-firm and vendor relationships and service levels.
• Executive recruiting experience, including personally leading senior and C-suite searches.
• Hands-on experience with Oracle ATS and AI-enabled talent platforms such as Eightfold.
• Handle confidential information and sensitive searches with discretion, integrity, and excellent judgement.
• Strong work ethic, a low ego, and a commitment to continuous improvement.