Manager, U.S. Talent Acquisition

Job Summary Nidec is the world's leading manufacturer of electric motors, drives, and controls, powering nearly everything that spins and moves, from smartphones and household appliances to electric vehicles, factories, data centers, aircraft, and critical infrastructure. Founded in 1973 and headquartered in Kyoto, Japan, Nidec operates more than 300 group companies across 40+ countries, with over 100,000 employees worldwide. Rooted in Japanese craftsmanship and continuous improvement, we combine global capability with local expertise to solve complex challenges and keep the world moving. Job Description Nidec Motor Corporation is seeking an experienced and hands‑on Manager, U.S. Talent Acquisition to lead and evolve our U.S. Talent Acquisition function. This role is responsible for the overall success of Talent Acquisition, including strategy, processes, service delivery, team leadership, and recruiting results. The successful candidate will establish structure, drive consistency, enhance the hiring experience, and build scalable recruiting practices that support the organization's current and future talent needs. As the leader of the U.S. Talent Acquisition function, this individual will manage and develop a team of recruiters while remaining actively engaged in full‑cycle recruiting, personally leading searches for critical and higher‑level positions. This is an ideal opportunity for a hands‑on leader who enjoys building, improving, and elevating a recruiting function while delivering exceptional results for the business. Talent Acquisition Function Leadership Own the overall performance, effectiveness, and continuous improvement of the U.S. Talent Acquisition function. Establish scalable recruiting processes, standards, and service expectations that drive consistency across the organization. Develop and execute a Talent Acquisition strategy that aligns with business priorities and workforce needs. Continuously assess current practices and implement enhancements that improve efficiency, hiring outcomes, recruiter effectiveness, and stakeholder satisfaction. Drive the evolution of the function toward a best‑in‑class recruiting organization. Create and implement recruiting metrics, reporting, and accountability measures to evaluate performance and identify opportunities for improvement. Team Leadership & Development Lead, coach, and develop a team of recruiters. Establish clear goals, priorities, and performance expectations for the recruiting team. Foster a culture of accountability, collaboration, responsiveness, and continuous improvement. Ensure recruiting resources are aligned appropriately to meet business needs and hiring demands. Provide guidance, support, and professional development opportunities to help recruiters maximize their effectiveness and impact. Strategic Business Partnership Serve as the primary Talent Acquisition partner to HR leadership and business leaders. Build strong partnerships across the organization and establish credibility as a trusted advisor. Consult with leaders on workforce planning, talent market conditions, recruiting strategies, and hiring challenges. Partner with hiring managers to improve the overall quality and effectiveness of hiring decisions. Executive & Critical Talent Recruitment Personally lead searches and facilitate the recruitment for key, complex, and leadership‑level positions across the organization. Develop targeted sourcing and recruiting strategies to attract top talent. Guide hiring teams through intake, candidate assessment, selection, and offer processes. Ensure a high‑quality candidate experience and maintain recruiting excellence across all stages of the hiring process. Talent Acquisition Operations Oversee utilization of Workday Recruiting and other recruiting tools to ensure efficient and effective recruiting operations. Maintain data integrity, reporting accuracy, and compliance with applicable employment laws and company policies. Monitor recruiting workload, team performance, and hiring activity to ensure service levels are met. Identify opportunities to leverage technology, automation, and best practices to improve recruiting outcomes. Required Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field. 7+ years of progressive full‑cycle recruiting experience. 3+ years of Talent Acquisition leadership experience with responsibility for team performance and recruiting outcomes. Demonstrated success building, improving, or scaling recruiting programs, processes, or functions. Proven ability to build strong partnerships and influence stakeholders at all levels of an organization. Experience recruiting and managing recruitment efforts across professional, engineering, operations support, and corporate functions. Experience utilizing data, metrics, and analytics to drive recruiting decisions and continuous improvement. Experience with Workday Recruiting or comparable ATS platforms. Strong knowledge of employment law and recruiting best practices. What Success Looks Like The Talent Acquisition function operates with clear structure, accountability, and measurable results. Recruiters are engaged, productive, and consistently delivering a high‑quality experience. Hiring managers view Talent Acquisition as a trusted business partner. Critical and hard‑to‑fill positions are filled with top‑tier talent. Recruiting processes continue to evolve and improve as the organization's needs change. Equal Employment Opportunity and affirmative action at Nidec Nidec is an Equal Employment Opportunity (EEO) and affirmative action employer encouraging diversity in the workplace. All qualified applicants receive consideration for employment without regard to their age, gender, gender identity, sexual orientation, race, color, genetic information, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law. For more information regarding your EEO rights as an applicant, please visit the following website: Work Shift Schedule No Soliciting Nidec will not accept unsolicited resumes from individual recruiters or third‑party recruiting agencies in response to Nidec job postings. No fee will be paid to third parties who submit unsolicited candidates directly to our hiring managers. Pre‑approval from the Nidec Talent Acquisition team is required before any external candidate can be submitted and such candidate must be submitted to the Nidec Talent Acquisition team. #J-18808-Ljbffr Nidec Motor Corporation