About the TeamThis team supports delivery of all hires within our Global Revenue organization across North America. Our TA team plays a critical role in shaping the future of our organization-we are more than a recruiting function; we are ambassadors of our culture, values, and employee experience.
Talent Acquisition is a close partner to the business, helping leaders identify, attract, and hire exceptional talent across many job families. We run high-volume recruiting for established teams while building brand-new ones as the business grows. We partner closely with hiring managers, People & Purpose, Compensation, Sales Compensation, Sales Operations, Employment Legal, Finance, and the TA Center of Excellence (COE) to deliver thoughtful, high-quality hiring outcomes.
About the RoleAs a Talent Acquisition Manager for NA Revenue, you are a values-driven, agile TA leader who thrives in a fast-moving, high-growth environment. You will lead, coach, and inspire a team of recruiters responsible for hiring across our North America revenue organization, empowering them to deliver transformative talent acquisition practices and maintain the best imaginable candidate experience.
Key Focus & Responsibilities:
- Team Leadership & Coaching: Manage, coach, and develop a team of recruiters, holding them accountable to high-performance SLAs and KPIs while helping them grow in their careers.
- Strategic Hiring Execution: Run high-volume recruiting for existing teams while designing and executing scalable hiring plans for new functions as priorities and growth plans shift.
- Cross-Functional Collaboration: Build and maintain trusted relationships with partners across Compensation, People & Practices, Sales Compensation, Sales Operations, Employment Legal, Finance, and the TA COE to keep hiring plans, processes, and offers aligned.
- Data Analytics & Continuous Improvement: Champion a metrics-driven approach using hiring data to spot trends, optimize recruitment workflows, reduce Time to Fill, solve problems early, and inform strategic decisions with company leaders.
- Change Leadership: Guide your team through shifting priorities, process transformations, or new tool introductions with agility, confidence, and solutions-oriented leadership.
About YouBasic Qualifications- For Manager (M3) level: 3+ years of experience leading and developing a team, plus 8+ years of recruiting or talent acquisition experience.specializing in SaaS Revenue and Go-To-Market (GTM) functions (Sales, Marketing, RevOps, Customer Success).
- For Senior Manager (M4) level: 5+ years of experience leading and developing teams (including 2+ years leading other managers), plus 10+ years of recruiting or talent acquisition experience.specializing in SaaS Revenue and Go-To-Market (GTM) functions (Sales, Marketing, RevOps, Customer Success).
- Minimum of 4 years of management experience leading recruiters, with hands-on capability to perform full-cycle recruiting when needed.
- Must have experience with Revenue, GTM Talent Acquisition
Other Qualifications- Recruiter Management: Experience coaching recruiters, setting clear goals/KPIs, and fostering a culture of collaboration, innovation, and continuous learning within the team.
- Recruiting Strategies: Experience building, measuring, and scaling hiring plans tailored to team needs, whether high-volume recruiting for established teams or standing up new functions from the ground up.
- Stakeholder Management & Influencing: Outstanding influencing skills to establish credibility and trust with executive leaders and cross-functional partners across HR, Compensation, Finance, and Sales Operations.
- Change Leadership: Experience guiding teams through shifting priorities, re-organizations, or process transformations to ensure smooth transitions and sustained impact.
- Actionable Insights & Data Storytelling: Skilled at using data analytics to build, measure, and scale recruitment workflows and effectively storytelling with data to influence strategic decisions.
- Strategic Execution: Able to turn hiring plans into outcomes, balancing near-term hiring needs with longer-term business goals
- Bachelor's degree preferred.
Workday Pay Transparency StatementThe annualized base salary ranges for the primary location and any additional locations are listed below. Workday pay ranges vary based on work location. As a part of the total compensation package, this role may be eligible for the Workday Bonus Plan or a role-specific commission/bonus, as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidate's compensation offer will be based on multiple factors including, but not limited to, geography, experience, skills, job duties, and business need, among other things. For more information regarding Workday's comprehensive benefits, please click here.
Primary Location: USA.CA.Pleasanton
Primary Location Base Pay Range: $149,700 USD - $224,500 USD
Additional US Location(s) Base Pay Range: $126,400 USD - $224,500 USD
Our Approach to Flexible WorkWith Flex Work, we're combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply
spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means you'll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter.
