Talent Acquisition Leader

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 PlanningDevelop 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 ExcellenceLead end‑to‑end recruiting for:Distribution & warehouse hourly rolesCorporate, sales, and functional professionalsTechnology and analytical talentLeadership and executive searchesEnsure 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 BuildingLead, 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 hiringTalent pipeliningInterviewing and assessment disciplineMarket intelligence and advising leaders Employer Brand, University & Talent PipelinesStrengthen 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 & GovernanceOwn 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‑fillCost‑per‑hireQuality‑of‑hireDiversity outcomesHiring manager and candidate experience.Ensure compliance with employment laws, internal policies, and audit requirements.Vendor & Budget ManagementManage external recruiting partners, agencies, and vendors, including fee negotiation and performance accountability.Own the TA budget and ensure cost‑effective hiring outcomes.Competencies and skillsBachelor’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.PreferredExperience 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 CompetenciesStrategic thinking with strong execution biasBusiness partnership and influencing skillsOperational discipline and process rigorPeople leadership and talent developmentChange leadership and continuous improvement mindset Success Measures (First 12–18 Months)Improved time‑to‑fill and pipeline health across critical rolesIncreased hiring manager confidence and satisfactionClear TA operating rhythm with transparent metricsStronger bench for leadership, IT, and DC talentElevated employment brand in competitive talent markets Compensation: The pay range for this position is $125,000 to $150,000. The exact compensation offered will be determined based on the candidate’s experience, skills, qualifications, and internal equity, as well as market considerations.