Head of Global Talent Acquisition

Blackhawk Network•Pleasanton, CA

10h•Hybrid

About The Position

The Head of Global Talent Acquisition is a key leadership role responsible for evolving and scaling a data-driven talent acquisition strategy across the Americas, EMEA, APAC, and LATAM. Reporting directly to the CHRO, this player-coach leader will oversee full-cycle recruiting, lead and develop the Talent Acquisition team, drive executive-level searches, and leverage AI and advanced technologies to strengthen our ability to attract and hire industry-leading talent. You will partner closely with HR, business leaders, and key stakeholders to ensure hiring strategies are tightly aligned to business goals, while delivering outstanding, inclusive candidate and hiring manager experience.

Requirements

10+ years of progressive experience in Talent Acquisition, with at least 5+ years leading and developing high-performing TA teams.
Proven experience designing and executing strategic staffing programs in a high-growth or high-volume environment.
Demonstrated experience utilizing AI, automation, and modern TA technologies (e.g., ATS, CRM, sourcing tools, interview intelligence, assessments) to drive efficiency and improve outcomes.
Broad understanding of HR disciplines, with significant experience in staffing and exposure to compensation, employee relations, and employment law.
Strong consultative and relationship management skills; able to quickly build trust and credibility with senior leaders and hiring managers.
Track record of developing creative solutions to meet aggressive hiring targets while maintaining quality and candidate experience.
Exceptional communication and negotiation skills, with the ability to influence at all levels.
Advanced proficiency with Applicant Tracking Systems, reporting/analytics tools, and MS Office (or equivalent productivity tools).
Highly organized, detail-oriented, and able to manage multiple priorities in a fast-paced environment.
Strong analytical and assessment skills, with the ability to interpret data and translate insights into actionable strategies.
Demonstrated business acumen and leadership experience, including managing budgets, vendors, and cross-functional initiatives.
Bachelor’s degree from an accredited college or university required.
We seek candidates who not only demonstrate curiosity and adaptability in emerging technologies but have also successfully implemented and utilized AI tools to enhance their work, improve processes, or deliver measurable results.
Our teams embrace continuous learning and the thoughtful integration of AI to create meaningful impact – for our employees and the future of work.

Nice To Haves

advanced degree or relevant certifications (e.g., HR, TA, analytics, or AI-related) a plus.

Responsibilities

Lead the end-to-end talent acquisition strategy to meet current and future hiring needs across the organization.
Oversee and continuously improve full lifecycle recruiting processes, ensuring speed, quality, cost-effectiveness, and a strong candidate experience.
Develop and implement innovative sourcing and attraction strategies across multiple channels (social media, employee referrals, events, career fairs, professional networks, and other digital platforms).
Partner with HR and business leaders to understand workforce plans and align recruiting strategies to organizational goals and growth plans.
Leverage AI and automation to optimize TA processes (e.g., sourcing, screening, scheduling, candidate engagement, interview intelligence, and feedback capture).
Evaluate the current TA technology stack (ATS, CRM, sourcing tools, assessments, onboarding integrations) and identify gaps, improvements, and new tools to increase efficiency and quality.
Use data, analytics, and dashboards to monitor funnel health, time-to-fill, quality-of-hire, diversity outcomes, and recruiter productivity, and drive continuous improvement initiatives.
Develop and elevate Talent Acquisition Business Partners to function as strategic advisors to business leaders, not just requisition fillers.
Ensure TA Business Partners deeply understand business priorities, talent markets, and competitive landscape, and can translate that into proactive talent strategies.
Coach the team on consultative skills, influencing, and storytelling with data to guide hiring decisions and shape workforce plans.
Build strong, trusted relationships with senior leaders and hiring managers, ensuring high satisfaction with TA support and outcomes.
Design and implement structured interviewing frameworks, including role profiles, competency-based interview guides, evaluation rubrics, and consistent feedback mechanisms.
Introduce and scale interviewer training programs to reduce bias, improve assessment quality, and ensure a consistent, elevated candidate experience.
Partner with HR and Legal to ensure interview and selection practices meet all regulatory and compliance standards.
Continuously refine interview processes using candidate and hiring manager feedback, market best practices, and interview analytics.
Lead, coach, and develop a team of Talent Acquisition professionals (recruiters and/or TA business partners), fostering a culture of high performance, accountability, and continuous learning.
Set clear goals, KPIs, and expectations; provide ongoing feedback, mentoring, and development opportunities.
Build a collaborative, inclusive team environment that embraces innovation, experimentation, and the thoughtful use of AI and technology.
Partner with Compensation to support job analysis, leveling, and market alignment for new and existing roles.
Collaborate with HR Business Partners, Total Rewards, Learning & Development, and other HR COEs to deliver a seamless, integrated talent experience.
Develop and manage the recruiting budget, including forecasting, vendor management, and ROI analysis for tools, advertising, events, and agencies.
Ensure all recruiting practices comply with federal, state, and local employment laws and internal policies.