Global Head of Talent Acquisition

Everest Group•Warren, NJ

2d•Hybrid

About The Position

The Global Head of Talent Acquisition is responsible for defining and executing the enterprise-wide talent acquisition strategy across a leading global reinsurance and insurance organization. This executive will lead all aspects of recruiting, workforce planning, executive search, employer branding, market intelligence, early talent, internal mobility, recruitment operations, and talent acquisition technology. As a key member of the HR Leadership Team reporting directly to the CHRO, the Global Head of Talent Acquisition partners closely with business leaders, Human Resources Business Partners, Finance, Compensation, Legal, and Talent Management to ensure the organization attracts and hires the talent required to achieve its strategic growth objectives. The role provides leadership across multiple geographies, business segments, and functions, ensuring a consistent, scalable, and data-driven approach to hiring while balancing local market requirements. This role is a hybrid (3 days a week minimum in office) based in Warren, NJ.

Requirements

Bachelor's degree required; advanced degree preferred.
15+ years of progressive talent acquisition experience within a complex global organization.
7+ years leading geographically dispersed recruiting teams.
Experience supporting insurance, reinsurance, financial services, or other highly specialized professional services environments.
Proven success developing global recruiting strategies and leading large-scale hiring programs.
Demonstrated experience recruiting executive and specialized talent internationally.
Strong experience with talent acquisition technology, workforce analytics, and AI-enabled recruiting solutions.
Deep understanding of global talent markets and workforce trends.
Strong business acumen and ability to align talent strategy with commercial objectives.
Exceptional leadership, influencing, and stakeholder management skills.
Experience advising C-suite executives and senior business leaders.
Strong analytical, financial, and strategic planning capabilities.
Excellent communication and presentation skills.

Responsibilities

Develop and execute a global talent acquisition strategy aligned with the organization's business, workforce, and growth objectives.
Serve as a trusted advisor to the Executive Committee and senior leaders on talent market dynamics, workforce planning, and hiring strategies.
Lead, coach, and develop a global team of talent acquisition leaders, recruiters, sourcing specialists, and recruitment operations professionals.
Establish a high-performance culture focused on collaboration, accountability, innovation, and continuous improvement.
Build long-term talent acquisition capabilities that support future business growth and evolving workforce needs.
Partner with business leaders and HR teams to translate workforce strategies into actionable recruiting plans.
Provide external talent market intelligence, competitive insights, and workforce trends to inform business decisions.
Develop talent mapping and succession-related hiring strategies for critical and emerging roles.
Guide leaders through hiring trade-offs, organizational design considerations, and talent availability risks.
Oversee the end-to-end recruiting lifecycle across all regions and functions, including executive, experienced professional, and early-career hiring.
Ensure effective recruiting governance, compliance, policies, and processes globally.
Drive operational excellence through process optimization, standardization, and automation.
Monitor and improve key recruiting metrics, including quality of hire, time-to-fill, hiring manager satisfaction, candidate experience, and cost efficiency.
Establish scalable service delivery models capable of supporting changing business demands.
Lead executive search efforts for senior leadership and highly specialized roles.
Build proactive pipelines for critical talent across underwriting, claims, actuarial, technology, finance, operations, and corporate functions.
Partner with executive leadership to identify and attract top industry talent from competitors and adjacent markets.
Support succession planning efforts through external benchmarking and market intelligence.
Partner with Marketing Communications to develop a compelling global employer brand and Employee Value Proposition (EVP).
Expand the organization's visibility across professional networks, industry associations, universities, and digital channels.
Strengthen candidate attraction strategies through targeted marketing campaigns, social media engagement, and thought leadership initiatives.
Ensure a differentiated and inclusive candidate experience across all hiring touchpoints.
Partner with Talent Management to enhance internal mobility and career development opportunities.
Build processes that increase visibility of internal talent and encourage career progression within the organization.
Promote skills-based hiring practices and leverage talent data to improve internal movement and workforce agility.
Establish a data-driven talent acquisition function leveraging recruiting analytics and workforce insights.
Champion the adoption of AI-enabled recruiting technologies to improve efficiency, consistency, and decision quality.
Drive innovation in sourcing, market mapping, candidate engagement, interview processes, and reporting.
Ensure responsible and compliant use of AI and recruiting technologies globally.
Ensure hiring practices comply with all applicable labor, immigration, employment, and privacy regulations.
Partner with Legal, Compliance, and HR leadership to manage recruitment-related risks.
Establish policies, controls, and governance frameworks that support consistent global hiring practices.