ВеликобританияHead of Talent Acquisition, International
4 дн. назад
92k–123k USD / годВеликобританияHead
Lead the build-out of talent acquisition capabilities across the EMEA region for a defense technology company.
Обязанности
- As the Head of Talent Acquisition, EMEA, you own the build-out of 's talent acquisition capability across the EMEA region. Reporting to the Senior Director of Talent Acquisition and partnering closely with the Head of Strategic Planning for Talent Acquisition, you are a key member of the TA Leadership team with a specific mandate: geo-specific scaling. You own the in-country, site-specific, and division-specific hiring build-out across EMEA, working in close partnership with the Head of Talent Acquisition, APAC and with each Divisional Head of TA who is adding headcount into your region.
- This is not a divisional leadership seat. You are not embedded in any single business unit's leadership team; you are the connective tissue across all of them for one geography. Multiple divisions will be scaling into EMEA at once, often into the same countries and talent pools, and your job is to make sure their combined demand lands on a coherent, compliant, and well-resourced regional hiring capability, rather than five uncoordinated efforts competing for the same candidates.
Требования
- • 10+ years of progressive TA experience, including demonstrated success building or scaling EMEA hiring specifically, not just supporting it from a distance. • Deep understanding of EMEA labor markets, employment law, works councils, and compliance considerations across the region's key countries. • Proven experience designing and executing an end-to-end regional talent acquisition strategy. • Demonstrated ability to lead and influence across a matrixed structure, partnering with multiple Divisional Heads of TA and business leaders who do not report to you. • Strong track record of driving continuous improvement through data-driven decision making, with the ability to report regional hiring outcomes credibly to Global TA Leadership. • Exceptional communication and influencing skills, with the ability to reconcile competing divisional demand for the same regional capacity and drive consensus without formal authority.
Будет плюсом
- perience partnering with or building out in-country resources as part of a broader regional build.
- • Experience building a regional operating model that other regions (e.g., APAC) have adapted or could adapt.
- • Prior experience as part of a broader transition from a U.S.-led to a localized, globally scalable TA model.
- • Experience in defense, aerospace, or other hardware and software-intensive industries.
- • A background in or strong familiarity with BizOps, program management, or business strategy.
Условия
- US Salary Range
- $92,000 — $123,000 USD
- The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of 's total compensation package. Additionally, offers top-tier benefits for full-time employees, including:
- At , we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits .
Другое
- Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, is changing how military systems are designed, built and sold. ’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.
- • Define and execute 's EMEA talent acquisition strategy, directly informed by the combined hiring demand of every division scaling into the region. • Own EMEA hiring outcomes (time-to-fill, quality, acceptance rates) as the single accountable owner for regional delivery. • Own EMEA hiring governance, compliance, and workforce planning across the region's countries, each with distinct labor law, works council, and candidate market dynamics. • Develop EMEA hiring playbooks, and partner with the Head of Talent Acquisition, APAC to share what's working across both regions rather than each building in isolation. • Partner with the Head of Strategic Planning for Talent Acquisition to evaluate where EMEA needs additional in-country or sub-regional leadership as demand grows (e.g., a dedicated UK or Germany lead), and help build the case and the structure for it. Cross-Divisional Partnership and Prioritization • Serve as the senior talent advisor to EMEA-based business leaders and to every Divisional Head of TA adding headcount into the region, synthesizing what could otherwise be five disconnected divisional views into one coherent regional talent picture. • Partner with in-region recruiting resources and EMEA business leaders to ensure the regional model reflects on-the-ground reality, not just headquarters assumptions. • Act as the tie-breaker when multiple divisions' hiring demand converges on the same country, site, or talent pool with more need than the region can serve
- • Partner closely with the Head of Strategic Planning for Talent Acquisition, a peer, not a manager, who is accountable for cross-regional cohesion, shared playbooks, and consistency of operating rhythm across EMEA and APAC. • Loop in the Head of Strategic Planning early on build-out choices (tooling, process, governance) so that EMEA and APAC remain coherent for divisions scaling into both regions. • Resolve cross-regional alignment issues collaboratively, escalating to the Senior Director of Talent Acquisition only when peer alignment can't be reached.