Talent Acquisition Manager, North America

Job Description

The Opportunity:

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We are seeking a strategic, hands-on, Talent Acquisition Manager to lead recruitment across North America. This role will shape and execute recruiting strategies across office, retail, and field populations while partnering closely with business leaders to support talent needs and organizational growth.

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The Talent Acquisition Manager will oversee full-cycle recruitment, strengthen hiring practices, manage onboarding and new hire integration, and drive recruiting excellence through employer branding, external and internal partnerships, and hiring metrics. This position will help ensure a consistent, high-quality candidate and hiring manager experience across North America.

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What You’ll Get to Do:

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Talent Acquisition Strategy & Execution

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• Lead the North America Talent Acquisition function across corporate, field, retail, and functional roles, ensuring alignment with business priorities, workforce needs, and long-term hiring goals
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• Develop and execute recruitment strategies that support current hiring needs, future workforce planning, and organizational growth across North America
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• Partner closely with HRBPs and business leaders to understand hiring priorities, organizational gaps, and critical capability requirements
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• Manage and execute full-cycle recruitment for corporate positions while partnering with the TA Partner responsible for retail and field hiring
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• Provide recruitment support and guidance for key, senior-level, or business-critical roles as needed
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• Build and maintain strong external talent pipelines through proactive sourcing, market mapping, referrals, exploratory conversations, and ongoing candidate engagement
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• Strengthen the candidate and hiring manager experience through clear communication, structured processes, timely feedback, and strong expectation management
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• Provide guidance and coaching to hiring managers on intake meetings, interview best practices, candidate assessment, selection decisions, and inclusive hiring practices
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• Ensure consistent use of recruitment tools, systems, templates, and reporting to support data accuracy, compliance, and process efficiency
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Business Partnership & Organizational Growth

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• Serve as a strategic recruiting partner to business leaders by bringing market insights, talent trends, and practical solutions to support hiring decisions
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• Partner with HR leadership, HRBPs and business stakeholders to align recruitment priorities with headcount plans, budget needs, and business growth
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• Advise leaders on role scope, candidate profiles, market availability, compensation considerations, and recruiting timelines
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• Support organizational growth by identifying opportunities to improve workforce planning, talent pipelines, and recruiting readiness across teams
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Recruiting Excellence, Employer Brand & Metrics

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• Drive recruiting excellence through clear process standards, consistent hiring practices, and effective partnership with hiring managers and cross-functional teams
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• Partner with global and regional teams on employer brand efforts, recruitment marketing, process improvements, and system enhancements
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• Manage agency partnerships, search partners, universities, industry networks, and other external recruitment resources as needed
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• Strengthen internal partnerships across HR, Communications, Retail, Field, and business teams to support hiring visibility and recruiting execution
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• Track and share recruitment reporting, KPIs, and insights, including time-to-fill, pipeline health, candidate experience, offer activity, and hiring trends
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• Use data, feedback, and business insights to make recommendations, improve recruiting processes, and support better hiring outcomes
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Process, Governance & Continuous Improvement

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• Evaluate current Talent Acquisition processes and identify opportunities to simplify, standardize, and improve ways of working
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• Develop scalable tools, templates, playbooks, and process documentation to support consistency and efficiency across North America hiring
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• Ensure hiring practices are compliant, inclusive, and aligned with company policies and employment regulations
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• Serve as a trusted partner to HR leadership by bringing forward recruiting insights, risks, opportunities, and practical solutions
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We’d Love to Meet You If You Have:

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• Bachelor’s degree in Human Resources, Business, or a related field preferred
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• 5+ years of progressive experience in Talent Acquisition, recruitment operations, or a related HR function
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• Strong experience managing full-cycle recruitment and partnering with business leaders on strategic hiring needs
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• Experience leading recruitment across corporate, retail, field, or multi-site populations preferred
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• Strong understanding of recruitment operations, sourcing strategies, structured interviewing, candidate assessment, and hiring manager partnership
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• Experience managing onboarding, new hire processes, and cross-functional coordination preferred
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• Experience working in a fast-paced, matrixed, multi-brand, retail, beauty, fashion, consumer goods, or similarly dynamic environment preferred
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• Ability to partner effectively with HRBPs, business leaders, Finance, global teams, and external recruiting partners
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• Strong communication, stakeholder management, and influencing skills
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• Ability to balance strategic thinking with hands-on execution
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• Strong project management skills with the ability to manage multiple priorities and deadlines
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• Data-driven mindset with the ability to use recruiting metrics and market insights to influence decisions
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• High level of discretion, judgment, professionalism, and emotional intelligence
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• Passion for recruiting strong talent, improving processes, and creating a positive candidate and new hire experience
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Compensation:

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As required by New York State’s salary transparency law, effective November 2022, the expected base salary for this position ranges from $110,000.00 - $120,000.00. Various factors are considered when extending offers, such as relevant skillset, training, years of experience related to the current job description, education, and our organizational structure. In addition to the base salary, PUIG offers a competitive benefits package that includes health and dental insurance, life insurance, disability insurance, 401K, paid holidays, a generous paid time-off policy, hybrid work environment, and career opportunities within a dynamic team.

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EEOC:

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Puig is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, ethnicity, age, disability, marital status, veteran status, or any other characteristic protected by law.

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Diversity, Equity, and Inclusion Commitment:

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At Puig, we are continually looking for enthusiastic and committed individuals from a broad range of backgrounds and experiences to join our team.We believe that creating an inclusive environment in which you feel welcomed, valued, engaged, and empowered strengthens our business and fosters a culture where we are inspired to work hard, challenge ourselves, and be innovative in our thinking. Additionally, we believe that the diversity of our employees makes us a stronger company and better able to serve our customers around the world.

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About Puig:

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Puig creates unique and highly desirable beauty and fashion brands that empower people to reinforce their self-esteem and find their own expression in a family-owned company that aims to leave a better world for the next generation.

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Our brand portfolio is structured in three divisions: Beauty and Fashion, with the owned brands Carolina Herrera, Nina Ricci, Paco Rabanne, Jean Paul Gaultier, Dries Van Noten, Penhaligon’s, Byredo, Dr. Barbara Sturm, and L’Artisan Parfumeur; the licenses of Christian Louboutin and Comme des Garçons perfumes; and Lifestyle fragrances, among them Adolfo Dominguez, Antonio Banderas, Shakira, and Benetton. The Charlotte Tilbury division, which includes the luxury makeup brand and the Derma division, with the Apivita, Uriage and Isdin brands. We sell products in 150 countries and operate 26 subsidiaries.

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At Puig we honor the values and principles put in place by three generations of family leadership. Today we continue to build on that legacy, through conscious commitments in our ESG agenda (environmental, social, and governance) aligned with the UN Sustainable Development Goals.