Manager, Leadership Recruiting & Strategic Search

通用磨坊股份有限公司•Minneapolis, MN

54d•$110,800 - $166,300•Onsite

About The Position

Talent is our competitive advantage at General Mills. The Manager, Leadership Recruiting & Strategic Search is responsible for identifying, engaging, and hiring predominantly Director-level talent across the organization. This role combines executive search expertise, strategic talent advisory, and hands-on recruiting leadership to help General Mills build exceptional leadership teams and strengthen its long-term talent pipeline. The Manager will serve as a trusted advisor to senior business and HR leaders, bringing market insight, disciplined search strategy, and a high-touch candidate experience to complex and confidential searches. The role will manage the full recruiting lifecycle, from intake and search strategy through assessment, selection, offer, and transition.

Requirements

Bachelor’s degree or equivalent experience.
8+ years of progressive recruiting, executive search, talent acquisition, and/or related HR experience.
Demonstrated experience recruiting Director-level or other senior leadership talent.
Experience leading complex, consultative searches from intake through offer and transition.
Proven ability to influence senior leaders and build credibility with executives and HR partners.
Strong sourcing, interviewing, assessment, stakeholder management, and offer negotiation skills.
Experience managing confidential searches and sensitive candidate information.
Strong written, verbal, and presentation communication skills.
Ability to manage multiple priorities in a fast-paced, highly matrixed organization.

Nice To Haves

Experience in an in-house corporate recruiting or executive search environment.
Experience recruiting across multiple functions, business segments, or geographies.
Experience partnering with external executive search firms.
Knowledge of leadership talent markets, succession practices, and contemporary sourcing strategies.
Experience using recruiting data and market insights to influence decisions.
Familiarity with Workday Recruiting or similar applicant tracking systems.

Responsibilities

Lead Director-level recruiting and strategic searches
Lead full-cycle recruiting for predominantly Director-level roles and new capabilities across business segments and functions.
Develop and execute tailored search strategies for complex, confidential, and high-impact leadership positions.
Partner with senior leaders and HR Business Partners to clarify business needs, role scope, leadership capabilities, and success measures.
Build diverse, high-quality candidate pipelines through proactive sourcing, networking, market research, referrals, and external search partners when appropriate.
Assess candidates against defined requirements, leadership capabilities, cultural contribution, and potential for sustained impact.
Manage multiple searches simultaneously while maintaining strong candidate and stakeholder experiences.
Provide timely, informed recommendations throughout the search process and proactively manage risks, tradeoffs, and market realities.
Serve as a strategic talent advisor
Advise leaders on talent markets, competitive intelligence, candidate availability, compensation considerations, and recruiting implications.
Challenge and influence search assumptions to ensure roles are designed to attract the talent needed now and in the future.
Partner with HR Business Partners and Global Talent Org teams to connect external hiring with broader talent, succession, and organizational priorities.
Bring an enterprise perspective to leadership hiring and help leaders make thoughtful, equitable, and evidence-based talent decisions.
Use data, insights, and market knowledge to shape recruiting recommendations and inform workforce and talent strategies.
Drive high-quality assessment and selection
Establish clear search criteria and structured evaluation approaches with hiring leaders and interview teams.
Facilitate effective, consistent, and equitable assessment and selection practices.
Coach leaders on interviewing, candidate engagement, decision-making, and bias disruption.
Lead candidate review and decision discussions, consolidating feedback and ensuring alignment to agreed-upon criteria.
Maintain appropriate confidentiality and discretion throughout sensitive searches.
Partner with leaders and HR colleagues to support compelling, competitive, and well-informed offers.
Deliver an exceptional candidate experience
Build trusted relationships with candidates and serve as a knowledgeable ambassador for General Mills.
Clearly communicate role expectations, leadership culture, organizational priorities, and the candidate journey.
Partner with leaders to ensure a compelling and consistent candidate value proposition.
Maintain strong relationships with finalist and silver-medalist candidates to strengthen future leadership pipelines.
Strengthen recruiting capability and ways of working
Contribute to the evolution of leadership recruiting practices, tools, processes, and technology.
Share market intelligence, sourcing approaches, and lessons learned across the Talent Acquisition community.
Cultivate and nurture effective partnerships with external search firms and other talent providers when specialized expertise is needed.
Use recruiting data and analytics to monitor search progress, identify opportunities, and improve outcomes.
Support initiatives that advance talent acquisition effectiveness, simplification, inclusion, and candidate experience.
Represent Leadership Recruiting in cross-functional projects and enterprise talent initiatives.
Act as a key member of the Talent Acquisition Leadership Team, working across pillars to bring additional projects, mentorship, and process improvements to life.