Role Overview

The Director, Global Talent Acquisition is a strategic HR leader responsible for shaping and advancing enterprise talent acquisition strategies, hiring practices, and sourcing capabilities that enable ACS to attract and secure high-performing talent aligned with organizational priorities, future workforce needs, and long-term business goals.

As the enterprise leader for Global Talent Acquisition in a multi-divisional organization, this role oversees recruiting strategy, strategic sourcing, employer brand, candidate experience, contingent labor strategy, recruiting governance, analytics, vendor partnerships, and hiring practices across ACS. The Director establishes scalable, data-informed recruiting approaches that strengthen organizational capability, improve hiring outcomes, and support enterprise growth and workforce modernization in a complex global environment.

A key priority for this role is strengthening ACS’s sourcing capability and external talent market competitiveness through proactive sourcing strategies, expanded talent pipelines, stronger employer brand visibility, and improved ability to attract specialized, high-demand, and mission-critical talent.

The Director partners closely with executive leadership, HR Business Partners, Talent & Organizational Effectiveness, Global People Operations, Total Rewards, Inclusion & Belonging, and business leaders to align hiring strategies with enterprise priorities, workforce plans, and evolving capability needs. This role provides enterprise talent acquisition strategy, sourcing expertise, hiring governance, labor market intelligence, analytics, and hiring enablement across the organization.

As a member of the HR Leadership Team, the Director contributes to enterprise people strategy, workforce modernization, organizational capability building, and integrated HR transformation initiatives.

The Director also serves as a trusted advisor on labor market trends, talent supply, sourcing effectiveness, workforce acquisition strategy, and recruiting competitiveness, helping build modern, scalable recruiting practices that strengthen hiring quality, organizational agility, and long-term mission success.

Strategic Accountabilities

Global Talent Acquisition Strategy & Workforce Hiring

Lead enterprise-wide talent acquisition strategies aligned with organizational priorities, workforce plans, and future capability needs.
Establish scalable recruiting methodologies, governance standards, sourcing strategies, and hiring practices across the organization.
Drive recruiting strategies across professional, leadership, scientific, technical, and mission-critical talent segments.
Partner with HRBPs and business leaders to anticipate hiring needs and develop proactive workforce hiring strategies.
Use labor market trends, competitive insights, and emerging skill needs to shape recruiting strategy and workforce decisions.
Develop differentiated attraction, sourcing, and selection strategies that improve hiring quality, reduce bias, and strengthen competitiveness in hard-to-fill areas.
Align talent acquisition practices with enterprise workforce transformation, organizational values, and long-term capability priorities.

Strategic Sourcing, Employer Brand & Candidate Experience

Lead sourcing strategies that expand talent pools, improve pipeline quality, and increase access to specialized and high-demand talent.
Implement proactive sourcing approaches such as market mapping, talent pipelining, networking, and external talent engagement.
Partner with Communications & Marketing to strengthen employer brand visibility and the employee value proposition.
Shape a consistent, inclusive, and high-quality candidate experience across recruiting communications, interviews, and hiring practices globally.
Evaluate emerging sourcing tools, recruiting technologies, and external partnerships to improve talent attraction outcomes.

Talent Acquisition Governance, Analytics & Technology

Establish enterprise governance, standards, systems, and scalable practices that support effective and consistent hiring outcomes.
Partner with Global People Operations to optimize ATS and recruiting technologies, dashboards, analytics, and hiring workflows.
Define and track recruiting metrics such as time-to-fill, quality of hire, pipeline effectiveness, sourcing performance, and hiring manager satisfaction.
Use data and workforce insights to improve recruiting effectiveness, decision-making, and overall hiring outcomes.
Support the adoption, governance, and optimization of Workday recruiting functionality and related talent technologies.

Contingent Labor Strategy & External Workforce Partnerships

Lead enterprise contingent labor and external workforce strategies aligned with workforce needs and operational priorities.
Develop governance standards for temporary staffing, contractor utilization, and external workforce sourcing channels.
Partner with Procurement, Legal, Finance, and business leaders to strengthen vendor governance and workforce acquisition practices.
Evaluate staffing vendors, search firms, sourcing channels, and labor market trends to support effective contingent workforce strategy.

Workforce Partnership & Hiring Enablement

Partner with HRBPs and business leaders to align recruiting strategies with workforce planning and organizational priorities.
Advise leaders on talent availability, labor market conditions, recruiting risks, and sourcing strategies.
Enable hiring managers through training, tools, interview guidance, and enterprise hiring practices that improve decision quality.
Support workforce transformation by aligning recruiting strategies to evolving structures, operating models, and capability needs.
Collaborate across HR centers of expertise to deliver integrated, scalable talent solutions.

Leadership Responsibilities

Lead and develop a high-performing Global Talent Acquisition team focused on sourcing, hiring strategy, governance, and recruiting effectiveness.
Serve as a core member of the HR Leadership Team, contributing to enterprise people strategy and workforce modernization.
Act as a trusted advisor to executive leaders on workforce hiring strategy, talent market dynamics, and recruiting competitiveness.
Champion innovation, continuous improvement, and strong cross-functional collaboration across HR and business teams.
Build talent acquisition capability through coaching, development, and modern sourcing practices.

Qualifications

10–15+ years of senior HR or talent acquisition leadership experience, with deep expertise in global or enterprise recruiting, strategic sourcing, workforce hiring strategy, and/or contingent labor strategy.
Demonstrated success leading enterprise recruiting and sourcing initiatives in complex, matrixed organizations.
Experience building scalable recruiting governance, sourcing strategies, hiring standards, and workforce hiring practices.
Proven ability to strengthen sourcing capability, build proactive pipelines, and improve competitiveness in challenging talent markets.
Experience leading recruiting transformation, employer branding, sourcing modernization, contingent workforce strategy, and/or talent acquisition technology initiatives.
Strong executive presence, analytical capability, and experience using recruiting analytics and labor market insights to influence strategic decisions.

Skills & Capabilities

Deep expertise in modern talent acquisition, strategic sourcing, workforce hiring strategies, contingent labor strategy, and recruiting governance.
Strong systems thinking and ability to connect workforce needs, talent strategy, sourcing capability, and organizational outcomes.
High data literacy and the ability to translate market and recruiting insights into executive recommendations.
Exceptional stakeholder management, influence, and cross-functional collaboration skills.
Ability to balance strategic vision with execution and organizational partnership.

This role can be based in our Washington, DC or Columbus, OH office. A reasonable rate of compensation for this position is $180,000-$210,000 per year. ACS employees work a hybrid schedule, consisting of working onsite two days per work week, as decided by functional area. The balance of the week is open to working remotely, though employees are always welcome onsite each day if they choose.

ACS currently provides the following benefits for this position: paid vacation leave, paid sick leave, paid holidays, health insurance, flexible spending account or health care savings account, dental insurance, life insurance, vision insurance, retirement benefits, short- and long-term disability, and 4-week work from anywhere; each benefit is subject to the terms of the applicable program. Additional benefits may apply based on skills, experience, and location.

Any actual offer of employment, reflecting the total compensation package and benefits, will be made in the sole discretion of ACS. ACS reserves the right to amend or modify its employment benefits and compensation structure at any time.

American Chemical Society

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Director, Global Talent Acquisition