Director, Talent Acquisition

The Director Talent Acquisition will be the key leadership role in shaping and executing the talent
acquisition strategy for the company. This includes leading a high-performing team collaborating with
executive leaders to understand hiring needs and implementing initiatives to enhance the candidate
experience. This leader will champion diversity and inclusion drive a positive employer brand and be
instrumental in attracting and hiring top talent. The Talent Acquisition Director is responsible for
overseeing workforce planning employer branding recruiting operations talent analytics and TA
technology. The director partners with senior leadership to ensure recruiting capabilities directly support
business growth culture and long-term organizational goals.

Reporting to the Senior Director of Learning and Talent Development this position will act in an
advisory capacity on hiring solutions workforce planning headcount budgeting and employer
branding to all US Vice Presidents and General Managers their respective leadership teams and
the Executive Leadership team. This is a leadership position leading the Talent Acquisition team and
in partnership with other HR leaders creating best in market employee experience.

This position supports our Enterprise Water and Air Businesses and is located in Sandy Springs
Georgia. This position is hybrid requiring in-office work Monday through Thursday with work-from-home flexibility on Friday.

• Partner closely with executive leaders to understand their hiring needs and provide strategic
  talent acquisition solutions.
• Advise on talent market trends competitive landscape and other factors influencing executive
  hiring decisions.
• Champion a positive and inclusive candidate experience throughout the recruitment process.
• Implement initiatives to enhance employer brand and attract top talent.
• Lead and inspire a high-performing talent acquisition team providing guidance mentorship and
  support.
• Collaborate with regional talent acquisition leaders to ensure a cohesive and consistent approach
  to global talent acquisition.
• Develop and implement a comprehensive global talent acquisition strategy aligned with the
  companys business objectives.
• Partner with executive leadership to understand talent needs and proactively plan for future
  workforce requirements.
• Stay abreast of industry trends and best practices to ensure our talent acquisition strategies
  remain innovative and competitive.
• Oversee the implementation and optimization of the Applicant Tracking System (ATS) to enhance
  efficiency and effectiveness in the recruitment process.
• Collaborate with IT and HR teams to ensure seamless integration and ongoing system
  improvements.
• Utilize data analytics and metrics to track and measure the success of talent acquisition
  initiatives.
• Provide regular reports and insights to leadership on recruitment performance.
• Partner closely with HR Centers of Excellence as well HR Business partners to ensure seamless
  experience for candidates hiring managers and business leaders.
• Other duties as assigned.

Key Responsibilities

Talent Acquisition Leadership

• Develop and execute a multi-year scalable TA strategy aligned to organizational priorities.
• Lead mentor and develop a high-performing TA team including recruitment managers
  recruiters and coordinators.
• Create hiring playbooks and scalable recruiting processes supported by Rheems competency
  framework.

Workforce Planning & Business Partnership

• Collaborate with executives and HRBPs to forecast talent needs and build proactive pipelines.
• Serve as a strategic advisor to business leaders on market intelligence hiring trends and
  competitive insights.
• Align headcount planning with budget hiring velocity and workforce priorities.

Recruiting Operations & Process Optimization

• Own full-cycle recruitment operations across sourcing interviewing assessment and offer
  processes.
• Optimize processes for speed quality and candidate experience using continuous improvement
  methodologies.
• Implement inclusive hiring practices to a diverse workforce.

Talent Analytics & Reporting

• Define and report KPIs hiring dashboards and predictive analytics to senior leadership.
• Use data to drive workforce decisions and optimize funnel performance.

Employer Brand & Talent Marketing

• Lead employer brand strategy EVP design and digital talent marketing campaigns.
• Partner with Communications and Marketing to strengthen brand visibility and candidate
  engagement.

Technology Systems & Vendor Management

• Oversee ORC (Oracle Recruiting Cloud) ATS CRM sourcing tools automation and AI-driven
  recruiting technology.

• Manage TA vendor relationships and negotiate contracts to optimize costs and results

Key Performance Indicators (KPIs)

Talent Acquisition Performance

• Time to Fill / Time to Hire
  Targets set by role type or department; expected reduction year-over-year.
• Quality of Hire
  Based on new-hire performance after 612 months hiring manager satisfaction or early turnover
  rate.
• Pipeline Strength - % of critical roles with active diverse pipelines built in advance of need.

Operational Efficiency

• Offer Acceptance Rate (Goal: 90% for critical/hard-to-fill roles)
• Recruiter Productivity (hires per recruiter per quarter)
• Process Cycle Time Improvements (measurable reduction in process steps or delays

Candidate & Hiring Manager Experience

• Candidate Experience Score (NPS or satisfaction survey)
• Hiring Manager Satisfaction Score (e.g. quarterly surveys service SLAs met)

Strategic & Financial Impact

• Cost per Hire (with annual optimization)
• Agency Spend Reduction or third-party dependency decrease
• Retention of New Hires (6- and 12-month retention rate improvements)

Leadership & Team Development

• TA Team Engagement Scores
• Skill Development Completion (e.g. sourcing analytics DEI hiring training)
• Internal Promotion Readiness / Bench Strength within TA team

• Bachelors degree in Human Resources Business Administration or related field. Masters
  degree is a plus or a combination of education and experience.
• 10 years of experience in Talent Acquisition.
• 8 years in developing Talent Acquisition solutions and strategy with a high degree of execution.
• 8 years of experience as a Talent Acquisition leader ideally in a global setting.
• A proven track record of reducing agency dependency cost and delivering a positive ROI and
  cost savings improvements to the businesses.
• Strong understanding of global talent trends with the ability to translate them into actionable
  strategies.
• Strong understanding of immigration background and global mobility compliance laws.
• Experience leading successful ATS implementations Oracle preferred.
• Experience with Hiring System technology from a superuser and business user adoption
  standpoint.
• Demonstrated ability to build and maintain strong relationships with executive leaders.
• Excellent communication and interpersonal skills.
• Proven track record of developing and leading high-performing teams.
• Demonstrated ability to work well with others and navigated in a matrix team environment.

As a leader at Rheem how you achieve results is as important as the results you achieve. While LEADING DEPARTMENTS AND FUNCTIONS you will be expected to demonstrate the following competencies and behaviors:

• Building Business/Functional Talent
• Building Partnerships
• Coaching
• Compelling Communication
• Creating Influence
• Driving Change
• Driving Execution
• Driving Innovation
• Empowering Others
• Focusing on Customer-First
• Fostering Relationships/ Emotional Intelligence
• Promoting Global Business Growth
• Systematic/Tactical Direction

Equivalent combination of education experience and skills may supplement above minimum job requirements.

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