Talent Acquisition Lead - North America

Corteva Agriscience • Indianapolis, IN

3d • Hybrid

About The Position

Corteva Agriscience is a global leader in agriculture, dedicated to enriching the lives of those who produce and consume agricultural products. We are committed to creating sustainable solutions for farmers and delivering high-quality, innovative products and services. As a key player in the agricultural sector, we are seeking a dynamic and execution-focused Talent Acquisition Lead to join our North America team. As the Talent Acquisition Lead for North America, you will shape and execute the talent acquisition strategy for a key business portfolio, including R&D & Corporate Functions or Commercial & Operations. This is a hybrid strategic and hands-on role, requiring a leader who can set direction, advise the business, and directly manage hiring processes for priority, complex, or business-critical roles. The role also includes supporting university relations and early-career talent initiatives to build future pipelines for critical capabilities. The role requires strong execution discipline, agility, data fluency, and the ability to translate business priorities into recruiting plans, talent pipelines, and measurable outcomes. The ideal candidate brings experience recruiting for science-driven, technical, or innovation-led organizations and is comfortable leveraging modern recruiting technologies, analytics, AI-enabled tools, and skills-based hiring practices to improve quality, speed, candidate experience, and workforce readiness.

Requirements

• Minimum of 8-10 years of progressive experience in Talent Acquisition, Human Resources, or related talent roles, including experience leading recruiting teams, partnering with senior business leaders, directly managing full-cycle hiring processes for complex or business-critical roles, and supporting university relations or early-career talent programs.
• Experience in agriculture, life sciences, R&D, manufacturing, engineering, technology, or another science-driven industry is strongly preferred.
• Strong understanding of how talent acquisition supports business strategy, workforce planning, organizational capability, and critical skills development.
• Demonstrated ability to use recruiting technology, CRM/ATS platforms, sourcing tools, labor market data, analytics dashboards, and emerging AI-enabled recruiting solutions to improve decision-making and outcomes.
• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Strategic TA leadership, including workforce planning, talent pipeline development, and skills-based hiring.
• Hands-on full-cycle recruiting capability, including intake calibration, sourcing strategy, stakeholder alignment, candidate assessment, offer management, and closing talent.
• Ability to lead through ambiguity, shift priorities quickly, and drive execution in a dynamic business environment.
• Strong knowledge of sourcing strategies for technical, scientific, niche, and business-critical roles.
• Experience supporting university relations, campus recruiting, internships, co-ops, or early-career pipeline programs aligned to future business and skill needs.
• Strong data and analytics capability, including the ability to interpret recruiting metrics, market insights, funnel analytics, conversion rates, and hiring trends to influence decisions and improve execution.
• Experience improving recruiting processes, technology adoption, recruiter productivity, and candidate experience.
• Excellent executive communication, stakeholder management, influencing, and consultative problem-solving skills.
• Commitment to inclusive hiring practices, diverse talent pipelines, and fair, consistent assessment processes.
• Agile, curious, collaborative, data-informed, and results-oriented, with the judgment to balance technology-enabled recruiting with strong human connection and candidate care.

Nice To Haves

• Advanced degree or professional certifications such as SHRM-SCP, SPHR, or related credentials preferred.

Responsibilities

• Develop and execute a business-aligned talent acquisition strategy, with a focus on critical skills, workforce priorities, and long-term talent pipeline health.
• Build sourcing and hiring approaches for complex roles across science, R&D, digital, technical, commercial, manufacturing, and corporate functions, with an understanding of niche and hard-to-find talent markets.
• Personally lead full-cycle hiring processes for select priority, confidential, complex, or high-impact roles, including intake, sourcing strategy, candidate engagement, assessment coordination, offer strategy, and close partnership with hiring leaders through final selection.
• Lead, coach, and develop a high-performing recruiting team that can adapt quickly to changing business priorities, manage ambiguity, and deliver with consistency and accountability.
• Leverage recruiting platforms, analytics, automation, and AI-enabled tools to improve sourcing effectiveness, funnel health, recruiter productivity, hiring quality, and candidate experience.
• Use recruiting metrics, funnel analytics, labor market insights, and operational dashboards to manage priorities, identify risks, improve process performance, and hold the team and business accountable for hiring outcomes.
• Advance skills-based recruiting practices by partnering with leaders to clarify role requirements, identify transferable skills, strengthen assessment approaches, and expand access to diverse talent pools.
• Serve as a trusted advisor to HR Business Partners, senior leaders, and hiring managers by bringing market insights, talent intelligence, and practical solutions to workforce and hiring challenges.
• Develop proactive sourcing strategies for priority talent segments, using external market data, competitive intelligence, and talent mapping to anticipate future needs.
• Support university relations strategies and early-career hiring initiatives by building relationships with priority schools, strengthening internship and entry-level pipelines, and partnering with the business to align campus recruiting efforts to future skill needs.
• Strengthen Corteva’s employer brand through targeted outreach, recruitment marketing, inclusive storytelling, and a consistent, high-quality candidate experience.
• Continuously improve recruiting processes, service delivery, reporting, and governance while ensuring compliance with applicable laws, policies, and responsible use of technology.
• Leverage vendors for strategic talent sourcing needs and solutions such as pre-employment screening and contingent staffing hiring.

Benefits

• Numerous development opportunities offered to build your skills
• Be part of a company with a higher purpose and contribute to making the world a better place
• Health benefits for you and your family on your first day of employment
• Four weeks of paid time off and two weeks of well-being pay per year, plus paid holidays
• Excellent parental leave which includes a minimum of 16 weeks for mother and father
• Future planning with our competitive retirement savings plan and tuition reimbursement program

What This Job Offers

• Job Type: Full-time
• Career Level: Senior