Talent Acquisition Leader

Role Summary

The 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 Responsibilities

• 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

• 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.

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
• 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:
• Diversity outcomes
• Hiring manager and candidate experience.
• Ensure compliance with employment laws, internal policies, and audit requirements.
• 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

• 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 starts at $130,000 per annum. The exact compensation offered will be determined based on the candidate’s experience, skills, qualifications, and internal equity, as well as market considerations.

EEO/AA Statement

Global Industrial provides equal employment opportunities to all employee and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absences, compensation and training.

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