JOB DESCRIPTION

The Global Talent Manager is responsible for leading and strengthening WAI’s global talent acquisition and talent analytics capabilities while supervising the corporate recruiting team. This role ensures consistent and scalable recruiting and onboarding practices across regions, while enhancing employer branding and candidate experience. The position combines leadership and hands-on recruiting responsibilities, supporting global hiring activities while partnering with HR Business Partners and business leaders to anticipate workforce needs.

The Global Talent Manager also contributes to global HR operations initiatives, including governance of contractor engagement, onboarding standardization, and workforce reporting. This role is a member of the Global HR team, reporting to the Global HRVP, and collaborates closely with HR Business Partners across the regions while supervising the corporate recruiting team supporting the global organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Global Talent Acquisition, Workforce Planning, Employer Branding, and Candidate Experience (50%)

• Lead and supervise the corporate recruiting team to support global hiring activities and ensure high-quality recruiting services to hiring managers.
• Participate directly in recruiting activities and manage searches while providing guidance, coaching, and best practices to the recruiting team.
• Strengthen WAI’s employer brand and candidate experience through consistent recruiting processes, communication standards, and effective candidate engagement.
• Partner with hiring managers and HR Business Partners to align recruiting strategies with organizational talent needs.
• Develop and manage a workforce planning tool to support forecasting, prioritization, and planning of global hiring needs.
• Partner with business leaders and HR teams to anticipate workforce requirements and support long-term talent planning.

Contractor and Global Workforce Governance (15%)

• Support the HR Operations team in defining governance and standards for contractor engagement globally.
• Contribute to the standardization of onboarding processes and support HR coordination across regions.
• Assist in managing elements of the contractor lifecycle process on the HR side in partnership with HR, Finance, and business stakeholders.

Talent Analytics and Reporting (10%)

• Develop and maintain talent analytics and reporting covering recruitment, hiring, onboarding, retention, engagement, performance management, and talent development.
• Partner with HR Business Partners and the HR team to provide insights and support data-driven talent management decisions.

Process Optimization and Automation (15%)

• Identify opportunities to simplify, standardize, and automate recruiting and HR processes.
• Support the implementation and optimization of the Applicant Tracking System (ATS) and other HR technology platforms. 
• Leverage digital tools, automation, and AI-enabled technologies to improve efficiency and enhance HR processes. 

Leadership and Stakeholder Partnership (10%)

• Coach, engage, and develop the recruiting team to ensure effective performance and alignment with global talent acquisition goals. 
• Collaborate with leaders and stakeholders globally to improve recruiting processes and workforce planning. 
• Participate actively in HR projects, initiatives, and task forces supporting global HR priorities. 
• Undertakes additional responsibilities and tasks as directed by management.

QUALIFICATIONS (Education, Experience, & Skills required)

Education: 

• Bachelor’s degree in Psychology, Human Resources, Business Administration, or a related field is required.
• A Master’s degree in Human Resources, Business Administration, or a related discipline is preferred.

Experience: 

• Minimum of 8 years of progressive experience in talent acquisition and talent management. At least 2 years of leadership or supervisory experience managing recruiting teams or similar functions.
• Demonstrated recruiting experience within the United States labor market.
• Experience supporting global or multi-country hiring environments is preferred.
• Experience working with Paylocity HRIS or similar HR systems is preferred.

Competencies:

Core Competencies & Leadership Attributes

• Collaboration and strong partnership with global teams and stakeholders.
• Internal customer focus with commitment to delivering responsive and effective HR support.
• Results orientation and accountability for outcomes.
• Efficiency-driven mindset focused on process simplification and continuous improvement.
• Process improvement mindset, including automation and optimization initiatives.
• Data-driven decision making and analytical thinking.
• Strategic thinking and ability to translate business needs into talent strategies.
• Ability to influence stakeholders across different levels and global regions.
• Change management capability in evolving environments.
• Cultural agility and ability to operate effectively in a global organization.

Skills:

• Strong communication and interpersonal skills.
• Organizational and project management abilities.
• Problem-solving and analytical thinking.
• Adaptability and ability to manage multiple priorities.
• Self-motivated with the ability to work effectively in a remote environment while maintaining engagement and collaboration.
• Advanced proficiency in Microsoft Office tools.
• Experience using HRIS systems, Applicant Tracking Systems (ATS), HR technology platforms, and data analytics tools. Paylocity HRIS familiarity preferred.
• Comfortable using AI-enabled tools, automation, and digital platforms to improve efficiency and decision-making.
• Fluent English is required. Professional proficiency in Spanish, French, Dutch, or Polish is considered an advantage.

Licensing or other special certifications:

• No certification is required. Global HR certifications such as SHRM-SCP, SPHR, or equivalent are preferred.

Travel Requirement:

• This role requires occasional international travel, estimated at less than 15%, including travel to the United States (Visa required) and other regions for team meetings, collaboration with HR leaders, and strengthening business understanding.