VP, Global Talent Acquisition

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a VP, Global Talent Acquisition based in the United States.

We are seeking a strategic, globally minded talent acquisition executive to lead and transform recruiting operations across U.S. and offshore teams. In this role, you will define the enterprise talent acquisition vision, align workforce strategies with business objectives, and build a scalable, high-performing global recruiting organization. You will partner with executive leadership to anticipate talent needs, optimize recruitment delivery, and ensure the business attracts and hires the right people at the right time. Combining organizational leadership with financial accountability, you will oversee budgets, recruiting technology, vendor partnerships, and performance analytics. You will also champion responsible AI adoption, strengthen employer branding, and improve the candidate and hiring-manager experience. This remote leadership opportunity is ideal for an experienced talent acquisition professional who thrives in complex, multi-country environments and can deliver measurable improvements in hiring quality, efficiency, and business impact.

• 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.

Requirements:

• Education: Bachelor's degree in business, human resources, or a related field, or equivalent professional experience.

• Senior talent acquisition experience: At least 12 years of progressive experience in talent acquisition, including 6 or more years leading talent acquisition functions at director level or above.

• Global organizational leadership: Demonstrated experience leading multi-level recruiting organizations through directors or managers, including teams operating across multiple countries.

• Offshore recruiting expertise: Direct leadership experience with offshore or global shared-services recruiting teams, ideally in the Philippines or another major offshore market.

• Enterprise strategy development: Proven ability to design and execute talent acquisition strategies and operating models that support significant business growth.

• Financial and vendor management: Experience managing a multimillion-dollar talent acquisition budget and overseeing recruitment process outsourcing (RPO), agency, and vendor relationships.

• Executive partnership: A strong track record of advising C-suite leaders and influencing workforce decisions through executive presence, data, and labor-market intelligence.

• Analytics and reporting: Deep knowledge of talent acquisition metrics, performance measurement, and the development of executive-level dashboards and reporting frameworks.

• Recruiting technology expertise: Experience selecting, implementing, or transforming enterprise-scale recruiting technology, including AI-enabled tools.

• Employment and regulatory knowledge: Strong understanding of U.S. employment and recruiting requirements, including EEO, OFCCP, and affirmative action, along with working knowledge of international employment considerations.

• Change management: Demonstrated ability to lead large-scale transformation initiatives and establish scalable processes across geographies.

• Leadership and communication: Excellent executive communication, consultation, facilitation, and stakeholder-management skills.

• Professional judgment: Ability to handle confidential information with discretion and make sound decisions in complex, sensitive situations.

• Preferred advanced education: Master's degree or MBA.

• Preferred industry experience: Background in healthcare staffing, healthcare, or professional services.

• Preferred global expansion experience: Experience establishing or scaling an offshore recruiting center or global capability center.

• Preferred M&A experience: Experience integrating talent acquisition teams following a merger or acquisition.

• Preferred certifications: SHRM-SCP, SPHR, or a relevant talent acquisition certification.

Benefits:

• Competitive executive compensation: Annual salary range of $175,000–$200,000 USD.

• Remote work flexibility: Remote position with a distributed, global operating environment.

• Executive-level impact: Opportunity to shape enterprise workforce strategy and lead global talent acquisition transformation.

• Leadership development: Scope to develop senior recruiting leaders, strengthen succession planning, and build a high-performing international team.

• Technology and innovation: Opportunity to guide enterprise recruiting technology strategy and the responsible adoption of AI and automation.

• Strategic ownership: Direct responsibility for talent acquisition strategy, budgets, vendor partnerships, operating models, and measurable business outcomes.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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