Position Background and Goals

As the Talent Acquisition Lead for North America, you will shape and execute the talent acquisition strategy for a key business portfolio, including R&D & Corporate Functions or Commercial & Operations. This is a hybrid strategic and hands-on role, requiring a leader who can set direction, advise the business, and directly manage hiring processes for priority, complex, or business-critical roles. The role also includes supporting university relations and early-career talent initiatives to build future pipelines for critical capabilities. The role requires strong execution discipline, agility, data fluency, and the ability to translate business priorities into recruiting plans, talent pipelines, and measurable outcomes. The ideal candidate brings experience recruiting for science-driven, technical, or innovation-led organizations and is comfortable leveraging modern recruiting technologies, analytics, AI-enabled tools, and skills-based hiring practices to improve quality, speed, candidate experience, and workforce readiness.

Key Responsibilities - What you will do to help us grow!

• Strategic Talent Leadership: Develop and execute a business-aligned talent acquisition strategy, with a focus on critical skills, workforce priorities, and long-term talent pipeline health.
• Science and Technical Talent Strategy: Build sourcing and hiring approaches for complex roles across science, R&D, digital, technical, commercial, manufacturing, and corporate functions, with an understanding of niche and hard-to-find talent markets.
• Hands-On Hiring Execution: Personally lead full-cycle hiring processes for select priority, confidential, complex, or high-impact roles, including intake, sourcing strategy, candidate engagement, assessment coordination, offer strategy, and close partnership with hiring leaders through final selection.
• Team Leadership and Agility: Lead, coach, and develop a high-performing recruiting team that can adapt quickly to changing business priorities, manage ambiguity, and deliver with consistency and accountability.
• Technology, Data, and AI Enablement: Leverage recruiting platforms, analytics, automation, and AI-enabled tools to improve sourcing effectiveness, funnel health, recruiter productivity, hiring quality, and candidate experience.
• Data, Analytics, and Execution Management: Use recruiting metrics, funnel analytics, labor market insights, and operational dashboards to manage priorities, identify risks, improve process performance, and hold the team and business accountable for hiring outcomes.
• Skills-Based Hiring: Advance skills-based recruiting practices by partnering with leaders to clarify role requirements, identify transferable skills, strengthen assessment approaches, and expand access to diverse talent pools.
• Stakeholder Partnership: Serve as a trusted advisor to HR Business Partners, senior leaders, and hiring managers by bringing market insights, talent intelligence, and practical solutions to workforce and hiring challenges.
• Talent Pipeline and Market Intelligence: Develop proactive sourcing strategies for priority talent segments, using external market data, competitive intelligence, and talent mapping to anticipate future needs.
• University Relations and Early-Career Talent: Support university relations strategies and early-career hiring initiatives by building relationships with priority schools, strengthening internship and entry-level pipelines, and partnering with the business to align campus recruiting efforts to future skill needs.
• Employer Brand and Candidate Experience: Strengthen Corteva’s employer brand through targeted outreach, recruitment marketing, inclusive storytelling, and a consistent, high-quality candidate experience.
• Operational Excellence and Compliance: Continuously improve recruiting processes, service delivery, reporting, and governance while ensuring compliance with applicable laws, policies, and responsible use of technology.
• Vendor Management: Leverage vendors for strategic talent sourcing needs and solutions such as pre-employment screening and contingent staffing hiring.

Qualifications

What expertise have you grown - What do you bring to the table?

• Experience: Minimum of 8-10 years of progressive experience in Talent Acquisition, Human Resources, or related talent roles, including experience leading recruiting teams, partnering with senior business leaders, directly managing full-cycle hiring processes for complex or business-critical roles, and supporting university relations or early-career talent programs. Experience in agriculture, life sciences, R&D, manufacturing, engineering, technology, or another science-driven industry is strongly preferred.
• Business and Talent Acumen: Strong understanding of how talent acquisition supports business strategy, workforce planning, organizational capability, and critical skills development.
• Technology Fluency: Demonstrated ability to use recruiting technology, CRM/ATS platforms, sourcing tools, labor market data, analytics dashboards, and emerging AI-enabled recruiting solutions to improve decision-making and outcomes.
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field required. Advanced degree or professional certifications such as SHRM-SCP, SPHR, or related credentials preferred.
• Strategic TA leadership, including workforce planning, talent pipeline development, and skills-based hiring.
• Hands-on full-cycle recruiting capability, including intake calibration, sourcing strategy, stakeholder alignment, candidate assessment, offer management, and closing talent.
• Ability to lead through ambiguity, shift priorities quickly, and drive execution in a dynamic business environment.
• Strong knowledge of sourcing strategies for technical, scientific, niche, and business-critical roles.
• Experience supporting university relations, campus recruiting, internships, co-ops, or early-career pipeline programs aligned to future business and skill needs.
• Strong data and analytics capability, including the ability to interpret recruiting metrics, market insights, funnel analytics, conversion rates, and hiring trends to influence decisions and improve execution.
• Experience improving recruiting processes, technology adoption, recruiter productivity, and candidate experience.
• Excellent executive communication, stakeholder management, influencing, and consultative problem-solving skills.
• Commitment to inclusive hiring practices, diverse talent pipelines, and fair, consistent assessment processes.
• Agile, curious, collaborative, data-informed, and results-oriented, with the judgment to balance technology-enabled recruiting with strong human connection and candidate care. 

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Benefits – How We’ll Support You:

• Numerous development opportunities offered to build your skills

• Be part of a company with a higher purpose and contribute to making the world a better place

• Health benefits for you and your family on your first day of employment

• Four weeks of paid time off and two weeks of well-being pay per year, plus paid holidays

• Excellent parental leave which includes a minimum of 16 weeks for mother and father

• Future planning with our competitive retirement savings plan and tuition reimbursement program

• Learn more about our total rewards package here -

• Check out life at Corteva!www.linkedin.com/company/corteva/life

Are you a good match? Apply today! We seek applicants from all backgrounds to ensure we get the best, most creative talent on our team.