Director, Talent Acquisition Strategy

Pernod Ricard•New York, NY

1d•$156,800 - $196,020•Hybrid

About The Position

The Director, Talent Acquisition Strategy leads the development and execution of the North America talent acquisition strategy in partnership with the Head of Talent Management and business leaders. Operating within an embedded recruiting model, this role provides centralized Talent Acquisition leadership, governance, tools, and standards while enabling recruiters to meet the unique needs of their functions. The Director will drive consistency, quality, and innovation across hiring practices and directly lead executive and critical-talent recruitment, ensuring a strategic and high-touch approach to leadership hiring.

Requirements

12+ years of progressive Talent Acquisition experience, including experience leading enterprise, regional, or global Talent Acquisition strategies.
Experience operating within complex or federated recruiting models, including CoE and embedded recruiter structures, strongly preferred.
Demonstrated experience leading executive search and senior leadership hiring.
Experience building, transforming, or scaling Talent Acquisition strategies, operating models, processes, and standards.
Experience partnering closely with People Business Partners and Talent Management on workforce planning, succession, internal mobility, and broader talent strategies.
Strong analytical capabilities with experience defining and using Talent Acquisition KPIs, data, and market intelligence to drive decisions.
Experience with recruiting technologies, AI-enabled tools, automation, and emerging Talent Acquisition practices.
Ability to operate strategically while remaining hands-on when needed, including personally leading critical or executive searches.
Strong executive presence, communication, and influencing skills, with the ability to build credibility across senior leaders and diverse stakeholders.
Proven ability to lead change and influence mindsets, behaviors, and ways of working across a complex organization.

Responsibilities

Define and lead the North America talent acquisition strategy in alignment with business priorities and workforce plans.
Establish recruiting frameworks, governance, standards, and clear ways of working across embedded recruiters, People Business Partners, Talent Management, and business leaders.
Serve as a strategic advisor to senior leaders on hiring priorities, market dynamics, and talent acquisition strategy.
Lead end-to-end recruitment for executive, senior leadership, and business-critical roles.
Design tailored search strategies and bring market intelligence, benchmarking, succession context, and rigorous assessment into leadership hiring decisions.
Partner directly with senior executives, the Chief People Officer, and Head of Talent Management while ensuring an exceptional, high-touch candidate experience.
Provide direction, coaching, tools, and capability building for recruiters embedded within the business.
Develop structured methodologies and playbooks that strengthen sourcing, assessment, selection, and hiring decision-making.
Drive consistency across recruiting teams while preserving the flexibility needed to support distinct business and functional needs.
Partner with Talent Management to establish structured, competency-based, and inclusive assessment practices that improve quality of hire.
Develop interview frameworks, assessment tools, and selection methodologies that strengthen hiring rigor and decision quality.
Monitor and continuously improve candidate experience across the hiring journey.
Partner with People Business Partners, Talent Management, and business leaders to translate workforce plans and future capability needs into proactive hiring strategies.
Provide labor-market intelligence, talent availability insights, and hiring analytics to inform workforce and talent decisions.
Connect external talent acquisition strategies with internal mobility, succession planning, leadership development, and broader talent priorities.
Establish and monitor key recruiting metrics, including quality of hire, time to fill, source effectiveness, candidate experience, recruiter productivity, and representation.
Champion the responsible adoption of AI, automation, and recruiting technologies that improve recruiter effectiveness, hiring outcomes, and scalability.
Identify opportunities to optimize recruiting processes, tools, and ways of working, and lead the selection and management of external recruiting partners and technology solutions.
Partner with Communications, Culture, HR, and business leaders to strengthen the organization’s employer brand and employee value proposition across key talent markets.
Develop targeted sourcing and attraction strategies for critical, hard-to-fill, and future-focused talent segments.
Expand digital talent attraction capabilities through social channels, targeted campaigns, talent communities, and emerging technologies.