We are seeking a dynamic and versatile talent innovator to lead our Global Talent Acquisition Team! As the Executive Director, Global Talent Acquisition, Strategic Workforce Planning & Optimization, you will oversee a talent acquisition organization of 20+ full-time and contracting talent acquisition professionals across the Americas, APAC and EMEA, with four (4) Regional TA Managers reporting directly into you.

Reporting to the VP, Global Talent, L&D, Talent Acquisition over global COE's, you will be an integral part of the talent leadership team. Your role will involve not only enhancing and cultivating new recruitment strategies and branding but also actively assessing and driving talent initiatives throughout the organization. You will serve as a talent business partner and facilitator of talent capabilities and change management.

You will be a passionate and energetic talent driver that will lead transformation across the global TA footprint. The role will lean into your strategic ability to analyze service delivery, organizational structure, TA operating mechanism (system, reporting, metrics, etc.) and re-align an TA Operating model.

As we continue to nurture a caring, high-performance, growth culture, you will be asked to energize, empower, and motivate a team through evolving transformative change of processes, support model, rigorous metrics and shift of delivery as we look to shift TA from transactional to strategic partners.

1. Design and Implement Strategies:Develop Talent Acquisition service models and strategies for manufacturing and professional recruitment that support global business objectives, optimize talent acquisition capabilities, and create effective marketing strategies to drive growth through critical role evaluation, pipeline management and effective workforce planning strategies.

• Expand upon established critical capabilities such as advanced data analytics, talent forecasting, and innovative candidate sourcing strategies to translate numbers into actionable decision-making strategies with tangible outcomes.
• Create real-time dashboards and leadership reports that analyze and forecast hiring needs aligned to critical roles.
• Partner with Strategic Talent Partners and Talent Management COE to frequently conduct analysis of current workforce performance against business direction, future delivery models, upgraded capabilities, etc.. Align talent pipeline to Sealed Air's current and future talent needs mapped to business initiatives and talent gaps. Develop strategies to attract and hire future forward capabilities and leadership competencies.
• Lead Hiring Council material preparation for executive leadership to strategically discuss recruitment activity for cost containment, role prioritization, critical vacancies and confidential pipelining.

2. Measure and Monitor: Create, measure, and monitor key talent strategies, including requisition aging report, recruitment delivery standards, internal recruitment processes, turnover vs. recruitment activity, etc. to create efficiency in recruitment workflows, increase quality of hires and decrease time to fill.

• Ensure the recruiting function is of the highest quality, motivated, and well-aligned with the organization's vision and goals, focusing heavily to bring efficiencies to the recruitment processes through automation, integration of AI, pre-screening assessment, developing and scaling assessment centers and building additional TA operating mechanisms to crate cohesive service delivery aligned to capabilities for the future.
• Ensure compliance with affirmative action and employment laws, maintaining alignment with regulations.

3. Leverage Data to Drive Predictive Recruitment Insights & Actions: Use recruitment metrics, external market resources, and internal succession data to build a creative and actionable pipeline management approach for sourcing, benchmarking, and retaining talent.

• Provide leadership and guidance to a data-driven reporting and analytics function, including reporting on hiring metrics, team performance, predictive trends, skills gaps, and market/business intelligence indicators that justify strategic decisions for global talent acquisition.
• Utilize data and insights to forecast future talent needs based on business growth projections, industry trends, and anticipated changes in technology or market dynamics. Generate predictive talent forecast based on quantity and quality of talent required.
• Utilizing technology, build and implement innovative and scalable reporting capabilities to identify both current and future state insights, including developing a multi-year roadmap around the evolution of TA analytics.
• Ensure analytics provide actionable insights into key indicators such as % to goal, pipeline health & velocity, time-to-fill/time-to-hire, requisition inventory, per-resource productivity, and team level capacity.
• Create and report out to leadership weekly on global recruitment activity on risks, obstacles to mitigate, hiring volume to turnover projections, etc.

4. Consultative Partnership: Partner with leaders to align workforce strategies to business requirements through consultative partnerships, identifying and prioritizing current and future talent needs, including succession planning, building new capabilities, diversification in talent and workforce planning.

• Provide consultation to business and HR stakeholders on talent acquisition-related topics, including marketplace trends, talent availability, emerging staffing trends, and sourcing and selection strategies while ensuring legal compliance and resolving recruitment-related issues.
• Establish business update cadences and frequently meet with Strategic Talent Leaders and key business leaders to understand future staffing needs, organizational changes and business direction shifts to align recruitment resources and strategies to pro-actively support each region/function.
• Partner with C-suite to develop talent and pipeline strategies to fill critical executive roles to align with leaders of the future. Lead key discussions and perform gap analysis with XLT leaders on leadership profiles, hiring timelines based on succession/exits/org-designs, etc. Confidentiality manages internal and external recruitment processes through executive search and consultants from contract negotiation, pipeline management, offer and onboarding with highest level of interaction and execution.

5. Team Management: Manage and develop a global team of talent acquisition professionals, elevating strategic and sustainable executional capability by establishing consistency within the service model, KPIs, coaching, and mentoring.

• Design a recruitment structure to support global needs based on hiring volumes and current/future critical talent pipelines.

6. Cost Efficiency: Optimize the Global Talent Acquisition functions operational practices to achieve cost efficiency while maintaining service quality. Monitor and manage key cost drivers, such as low-cost staffing modeling, technology utilization, standardizing agency agreements, creating efficiencies within the infrastructure by eliminating redundancies, standardizing governance, etc.

• Partner with HR Technology to maximize SuccessFactors ATS module capabilities to remove manual processes to increase recruitment productivity.

• Leadership Experience: 10+ years of progressive Human Resources Leadership experience, including at least 5+ years global leadership experience in manufacturing environments where you led both professional and high-volume recruitment strategies.
• Educational Background: A BS/BA in Human Resources, Sociology, Psychology, Learning and Development, Business, or a similar discipline is required. An MBA and/or HR certifications are preferred.
• Transformational Leadership: Demonstrated experience in leading large-scale talent acquisition transformations, including the implementation of offshoring and RPO models.
• Strategic Workforce Planning: Significant experience in strategic workforce planning, utilizing data analytics to forecast talent needs and develop proactive recruitment strategies. Exposure to creating executive leadership presentations and delivery strategic updates to C-suite.
• Innovative TA Models: Proven track record in evaluating and implementing various talent acquisition operating models to enhance efficiency and effectiveness.
• Global Team Leadership: Experience in developing and motivating a global recruiting team, leading through organizational change with proven change management capabilities. Understands time zone differences and is available to lead meetings and meet with regional teams frequently in APAC and EMEA time zones.
• Diverse Talent Strategies: Experience developing and implementing strategies for employment branding, innovative sourcing, and diverse talent pipelining.
• Operational Excellence: Ability to balance strategic vision with operational excellence, driving measurable results in talent acquisition. Experience implementing TA Operations strategies globally to include assessment and selection vendors, standard agency partners, creating SLA's, SOP's and service delivery surveys for continues improvement.
• Executive Presence: Exceptional executive presence with a focus on consultative business partnering, collaboration, and building trusted relationships across the organization.