VP, Global Talent Acquisition

Define enterprise talent strategy: Establish the global talent acquisition vision, operating strategy, and multi-year roadmap aligned with business growth, workforce planning, and organizational priorities.

Advise executive leadership: Provide strategic insights on talent availability, labor-market trends, workforce risks, location strategy, and organizational capabilities, including supporting board-level updates when needed.

Integrate global recruiting operations: Lead and align U.S. and Philippines talent acquisition teams under a unified strategy, with shared standards, technology, metrics, and performance expectations.

Develop the global operating model: Establish scalable recruiting structures, centers of excellence, service-delivery tiers, and clear responsibilities across onshore and offshore teams.

Expand offshore capabilities: Build recruiting capacity and capabilities in offshore operations, identifying opportunities to improve hiring speed, quality, and cost efficiency.

Lead and develop talent acquisition leaders: Manage a multi-level, multi-country organization through directors and managers, establish accountability, strengthen succession planning, and develop leadership capabilities.

Shape organizational effectiveness: Design team structures, roles, career paths, and capacity models that adapt to changing business demands while promoting an inclusive, high-performance culture.

Manage budgets and vendor partnerships: Own the global talent acquisition budget, including staffing, recruiting technology, advertising, agencies, and vendors. Monitor spending, assess return on investment, and negotiate strategic partnerships.

Optimize recruitment efficiency: Improve cost per hire, recruiter productivity, and resource allocation while balancing internal capabilities with external recruitment services.

Oversee recruiting technology and innovation: Define the global technology roadmap across applicant tracking systems, candidate relationship management, sourcing, assessments, and AI-enabled recruitment tools.

Establish data-driven performance management: Develop executive dashboards and standardized metrics covering hiring-plan attainment, time to fill, quality of hire, cost per hire, funnel conversion, slate diversity, and candidate and hiring-manager satisfaction.

Champion responsible AI adoption: Introduce appropriate automation and AI solutions while maintaining governance around fairness, privacy, security, and regulatory compliance.

Strengthen employer branding and hiring quality: Partner with marketing and communications teams to develop a compelling global employer brand and talent value proposition suited to different markets.

Standardize selection practices: Promote structured interviews, hiring-manager training, consistent evaluation standards, and effective decision-making throughout the recruitment process.

Build critical talent pipelines: Develop sourcing strategies for leadership, specialized, and hard-to-fill positions while expanding access to qualified and diverse candidates.

Oversee executive recruitment: Manage confidential senior leadership searches and personally lead selected executive-level recruitment assignments.

Lead enterprise change initiatives: Guide the adoption of new operating models, recruitment technologies, organizational changes, and post-acquisition integration initiatives where applicable.

Maintain compliance and governance: Ensure recruiting practices align with applicable employment, privacy, and regulatory requirements, including U.S. EEO and OFCCP obligations and relevant Philippine employment and data privacy laws, in collaboration with legal and HR teams.

Monitor global recruiting trends: Evaluate emerging technologies, labor-market developments, and competitive practices to inform strategic recommendations and continuous improvement.