Director, Global Talent Acquisition

Role Overview

The Director, Global Talent Acquisition is a strategic HR leader responsible for shaping and advancing enterprise talent acquisition strategies, hiring practices, and sourcing capabilities that enable ACS to attract and secure high-performing talent aligned with organizational priorities, future workforce needs, and long-term business goals.

As the enterprise leader for Global Talent Acquisition in a multi-divisional organization, this role oversees recruiting strategy, strategic sourcing, employer brand, candidate experience, contingent labor strategy, recruiting governance, analytics, vendor partnerships, and hiring practices across ACS. The Director establishes scalable, data-informed recruiting approaches that strengthen organizational capability, improve hiring outcomes, and support enterprise growth and workforce modernization in a complex global environment.

A key priority for this role is strengthening ACS’s sourcing capability and external talent market competitiveness through proactive sourcing strategies, expanded talent pipelines, stronger employer brand visibility, and improved ability to attract specialized, high-demand, and mission-critical talent.

The Director partners closely with executive leadership, HR Business Partners, Talent & Organizational Effectiveness, Global People Operations, Total Rewards, Inclusion & Belonging, and business leaders to align hiring strategies with enterprise priorities, workforce plans, and evolving capability needs. This role provides enterprise talent acquisition strategy, sourcing expertise, hiring governance, labor market intelligence, analytics, and hiring enablement across the organization.

As a member of the HR Leadership Team, the Director contributes to enterprise people strategy, workforce modernization, organizational capability building, and integrated HR transformation initiatives.

The Director also serves as a trusted advisor on labor market trends, talent supply, sourcing effectiveness, workforce acquisition strategy, and recruiting competitiveness, helping build modern, scalable recruiting practices that strengthen hiring quality, organizational agility, and long-term mission success.

 

Strategic Accountabilities

 

Global Talent Acquisition Strategy & Workforce Hiring

• Lead enterprise-wide talent acquisition strategies aligned with organizational priorities, workforce plans, and future capability needs.
• Establish scalable recruiting methodologies, governance standards, sourcing strategies, and hiring practices across the organization.
• Drive recruiting strategies across professional, leadership, scientific, technical, and mission-critical talent segments.
• Partner with HRBPs and business leaders to anticipate hiring needs and develop proactive workforce hiring strategies.
• Use labor market trends, competitive insights, and emerging skill needs to shape recruiting strategy and workforce decisions.
• Develop differentiated attraction, sourcing, and selection strategies that improve hiring quality, reduce bias, and strengthen competitiveness in hard-to-fill areas.
• Align talent acquisition practices with enterprise workforce transformation, organizational values, and long-term capability priorities.

 

Strategic Sourcing, Employer Brand & Candidate Experience

• Lead sourcing strategies that expand talent pools, improve pipeline quality, and increase access to specialized and high-demand talent.
• Implement proactive sourcing approaches such as market mapping, talent pipelining, networking, and external talent engagement.
• Partner with Communications & Marketing to strengthen employer brand visibility and the employee value proposition.
• Shape a consistent, inclusive, and high-quality candidate experience across recruiting communications, interviews, and hiring practices globally.
• Evaluate emerging sourcing tools, recruiting technologies, and external partnerships to improve talent attraction outcomes.

 

Talent Acquisition Governance, Analytics & Technology

• Establish enterprise governance, standards, systems, and scalable practices that support effective and consistent hiring outcomes.
• Partner with Global People Operations to optimize ATS and recruiting technologies, dashboards, analytics, and hiring workflows.
• Define and track recruiting metrics such as time-to-fill, quality of hire, pipeline effectiveness, sourcing performance, and hiring manager satisfaction.
• Use data and workforce insights to improve recruiting effectiveness, decision-making, and overall hiring outcomes.
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