Role SummaryThe Talent Acquisition Leader is responsible for designing and leading Global Industrial's enterprise-wide talent acquisition strategy to attract, hire, and retain high-quality talent across corporate, distribution, sales, technology, and leadership roles. This leader will serve as a strategic partner to the Executive Leadership Team, ensuring hiring strategies align with business growth, modernization, and operational excellence objectives.
This role requires a hands-on leader who can scale recruiting operations, elevate the employment brand, strengthen early-career and operational pipelines, and drive accountability through data and process discipline.
Key ResponsibilitiesTalent Acquisition Strategy & Workforce Planning- Develop and execute a comprehensive TA strategy aligned with business priorities, growth plans, and workforce needs across North America and global teams.
- Partner with the ELT and senior leaders on workforce planning, succession pipelines, and critical role identification.
Balance near-term hiring execution with long-term talent pipeline development (DCs, sales, IT, leadership)
Hiring Operations & Execution Excellence- Lead end-to-end recruiting for:
- Distribution & warehouse hourly roles
- Corporate, sales, and functional professionals
- Technology and analytical talent
- Leadership and executive searches
- Ensure consistent, equitable, and compliant hiring practices across all locations.
Drive improvements in time-to-fill, quality-of-hire, candidate experience, and hiring manager satisfaction.
Team Leadership & Capability Building- Lead, coach, and develop a high-performing TA team with clear roles, performance expectations, and career paths.
- Establish clear service models and SLAs with HRBPs and business leaders.
Build recruiting capabilities in:
- Operational / hourly hiring
- Talent pipelining
- Interviewing and assessment discipline
- Market intelligence and advising leaders
Employer Brand, University & Talent Pipelines- Strengthen Global Industrial's employment brand across corporate and operational audiences.
- Own early-career strategy, including campus, internship, and rotational pipelines where applicable.
- Expand diverse talent pipelines through targeted sourcing, partnerships, and community engagement.
Recruitment Technology, Data & Governance- Own TA tools and systems (ATS, sourcing tools, assessments) and continuously improve adoption and effectiveness.
- Establish a metrics-driven TA operating model, including dashboards and regular reporting on:
- Time-to-fill
- Cost-per-hire
- Quality-of-hire
- Diversity outcomes
- Hiring manager and candidate experience.
- Ensure compliance with employment laws, internal policies, and audit requirements.
- Vendor & Budget Management
- Manage external recruiting partners, agencies, and vendors, including fee negotiation and performance accountability.
- Own the TA budget and ensure cost-effective hiring outcomes.
Competencies and skills- Bachelor's degree in Human Resources, Business, or related field (Master's preferred).
12-15+ years of progressive Talent Acquisition experience, including 5+ years leading TA teams. - Experience supporting distribution, supply chain, sales, and/or industrial environments.
- Proven success scaling hiring across multiple locations and role types.
- Strong executive presence and ability to influence senior leaders.
- Data-driven mindset with experience using metrics to drive change.
Preferred- Experience in a multi-site, labor-intensive, or transformation environment.
- Exposure to global or offshore talent models.
- Experience improving recruiting operations during periods of growth, modernization, or labor market tightness.
Critical Leadership Competencies- Strategic thinking with strong execution bias
- Business partnership and influencing skills
- Operational discipline and process rigor
- People leadership and talent development
- Change leadership and continuous improvement mindset
Success Measures (First 12-18 Months)- Improved time-to-fill and pipeline health across critical roles
- Increased hiring manager confidence and satisfaction
- Clear TA operating rhythm with transparent metrics
- Stronger bench for leadership, IT, and DC talent
- Elevated employment brand in competitive talent markets
Compensation: The pay range for this position is $136,953 to $178,549. The exact compensation offered will be determined based on the candidate's experience, skills, qualifications, and internal equity, as well as market considerations.
