Principal Recruiter

Principal Recruiter

Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever.

The Talent Acquisition team is evolving into an AI-enabled, intelligence-driven talent advisory organization. We partner with business leaders, HRBPs, and TA Operations to attract and secure top talent using data, market intelligence, and AI-augmented workflows.

This position is fully onsite (five days per week) and can be based in Boise, ID; Richardson, TX; or San Jose, CA.

Role Summary

The Principal Recruiter (P5) is the most senior individual contributor in enterprise recruiting. This role solves cross-organizational and enterprise-critical talent problems through scalable mechanisms and governance. The P5 may carry a selective requisition load of niche or senior leadership roles, lead significant cross-functional programs (e.g., University Recruiting, New Talent Programs), or a blend of both. Where the Staff Recruiter (P4) leads and operationalizes strategy within a domain, the P5 identifies patterns across executive and accountability levels, designs durable solutions that persist without personal involvement, and co-architects AI-enabled capabilities with TA Operations. This role doesn't manage people; it manages outcomes at scale. Success is measured by hiring outcomes, program impact, system-level improvement, AI adoption consistency, operating model quality, and the durability of cross-organizational solutions.

Key Responsibilities

• Enterprise Talent Strategy & Executive Advisory: Synthesize market intelligence, competitive data, and workforce analytics to advise senior leadership on enterprise hiring strategy, market risks, long-term workforce implications, and build-vs.-buy-vs.-automate decisions. Identify systemic talent patterns and risks requiring executive-level response. Engage and provide TA solutions at CEO extended staff-level.
• Scalable Program Design & Leadership: Design and establish scalable programs (e.g., UR, NTP, PERM, IJOP). Lead or sponsor significant cross-functional programs that span multiple business units or regions. Represent the business and ensure needs are met by RPO providers while resolving escalations.
• AI-Enabled Operating Model Co-Architect: Partner with TA Ops, HRIS, and vendors to co-design, pilot, and scale AI-enabled recruiting workflows and governance frameworks. Design AI-enabled mechanisms and guardrails; be accountable for outcomes, auditability, and risk at scale. Own the feedback loop between field adoption realities and Ops-led innovation.
• Change Leadership & Recruiter Enablement: Drive adoption of AI-enabled capabilities across recruiters through playbooks, coaching frameworks, and success metrics. Bridge what Ops builds with what the field operationalizes. Mentor senior recruiters and shape organizational capability.
• Talent Intelligence Strategy: Partner with People Analytics and TA Ops to define what talent data matters, build reporting frameworks, and own the enterprise narrative on workforce competitiveness. Change how others act on intelligence across the function.
• Complex Problem Solving: Solve highly complex or ambiguous talent problems, resolving competing priorities across organizations, balancing speed, quality, risk, and compliance.
• Thought Leadership: Advise leadership on how emerging AI capabilities will reshape TA roles and operating models. Stay current on evolving TA trends and articulate compelling points of view to influence TA leadership decisions.

Scope & Impact

• Scope: Multiple VP orgs or enterprise-critical domains and programs. Minimal and exception-based requisition ownership of niche or senior leadership roles.
• Impact: Work impacts long-term talent strategy, business success, and organizational reputation through durable and scalable cross-organizational solutions.
• Impact Horizon: Multi-quarter to multi-year.

Minimum Qualifications

• Bachelor's degree in HR, Business, or related field (or equivalent experience).
• 12+ years of progressive recruiting experience, including leading TA transformation or large-scale technology/process implementation.
• Strong awareness of AI-enabled recruiting workflows and demonstrated willingness to move beyond tool usage into shaping how they're governed and adopted across a team or function. Working knowledge of agentic AI, generative AI, or workflow automation concepts.
• Proven ability to influence at the VP level on talent strategy.
• Track record driving change adoption, including developing enablement frameworks or coaching models.

Preferred Qualifications

• Experience with AI governance, ethics reviews, or responsible AI initiatives in recruiting or HR.
• Background in TA operations, HR technology strategy, or program management.
• Semiconductor, advanced manufacturing, or technology recruiting experience.
• Multi-region recruiting experience.