Job DescriptionThe role
We hire roughly [redacted] people a year across four continents - manufacturing technicians, early-career engineers, corporate professionals, and executives. Behind every one of those hires is a decision: where to invest, which pipelines to build, which programs to scale. We're looking for the leader who turns our hiring data into those decisions and turns those decisions into programs that ship.
This is not a recruiting role. You won't carry requisitions. You'll own the strategy, insight, and program engine that makes our recruiters, hiring leaders, and executives better at what they do.
About the team
Global Talent Acquisition and Mobility Insights & Programs serves as the strategic arm of our global Talent Acquisition organization. Rather than recruiting directly, we design and implement programs, processes, and hiring practices that help recruiting teams and hiring leaders attract, engage, and hire exceptional talent.
The function has two teams. Strategic Offerings - the team you'll lead - owns insight, workforce intelligence, strategic programs and talent brands. Talent Success partners with our recruiting teams and hiring managers, customer-success style, to make sure what we build is adopted and delivers.
Our FY27 agenda is organized around five capabilities: Workforce & Talent Intelligence; Critical & Future Skills Pipeline; Scalable Delivery & RPO; Recruiting Motions & Talent Pathways; and Client & Hiring Manager Enablement. You'll own the first outright and shape the rest.
What you'll do
Turn hiring data into executive insight
- Own the quarterly business overviews (QBOs) and business reviews (QBRs) that Talent Acquisition presents to the CEO and executive team - and that may reach the board. Decide what matters, cut what doesn't, and make the story land at that altitude.
- Build our workforce and talent intelligence capability: hiring demand, pipeline health, time-to-fill, cost, quality and labor-market signals across Direct Labor, Early Career, Indirect Labor and Executive hiring.
- Partner with Finance and HR on annual operating plan (AOP) headcount planning, so hiring capacity matches business demand before reqs open.
Lead the strategic initiatives portfolio
- Run a multi-program portfolio end to end - intake, prioritization, business cases, roadmaps, governance and benefits tracking.
- Drive cross-regional programs across the US, APAC and EMEA, from RPO scale-up to new talent pathways for critical and future skills.
- Bring a point of view on where AI and automation should take on high-volume, repeatable work, and where human judgment must stay.
Build and lead the team
- Lead three direct reports: a Talent Insights & Workforce Planning Lead, a Program Manager and a Talent Brand Manager.
- Set clear priorities and standards, coach for growth, and build a team known for rigor and follow-through.
- Keep talent brand connected to the data - what candidates see should reflect where we need to hire.
QualificationsRequired
- Bachelor's degree in Business, HR, Analytics, Industrial/Organizational Psychology, Economics or a related field, or equivalent experience.
- 10+ years of progressive experience across TA, HR, people analytics, workforce planning, strategy or operations, including 4+ years leading people.
- Proven ownership of workforce or headcount planning in a global, matrixed organization of 10,000+ employees.
- Hands-on analytics fluency: metric frameworks, forecasting models and executive dashboards (Power BI, Tableau or Workday reporting).
- Track record leading multi-region, cross-functional programs from charter to adoption.
- Executive presence: able to brief VP and C-level leaders with a clear recommendation, not just data.
Preferred
- Experience developing new offerings, practices, or process design in manufacturing, semiconductor or high-tech environments with large direct labor populations.
- Experience with talent insights site selection, labor market mapping or location strategy.
- Working knowledge of Workday (HCM, Recruiting or Adaptive Planning) and modern ATS platforms.
- Employer brand or EVP experience, or close partnership with marketing.
- Design thinking, Agile, PMP, PgMP, Prosci or similar certification.
- Experience with RPO models, vendor economics or shared services design
- Experience with AI and automation
Compensation & Benefits Details- An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
- The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
- If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.
- You will be eligible to be considered for bonuses under either WD's Short Term Incentive Plan ("STI Plan") or the Sales Incentive Plan ("SIP") which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.
- We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.
- Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.
