Talent Acquisition Leader - Emerging Talent

Cummins•Indianapolis, IN

About The Position

Cummins Inc. is seeking a Talent Acquisition Leader - Emerging Talent in Indianapolis, Indiana. This role develops and executes a forward-looking Early Careers talent acquisition strategy aligned with workforce planning, long-term business objectives, critical skill needs, and future organizational capabilities. The leader advises business and HR leaders on talent market trends, workforce requirements, and the strategic value of early career programs, using workforce analytics and labor market intelligence to inform decisions and improve hiring outcomes. The position builds emerging talent pipelines and partnerships with universities, technical colleges, industry organizations, and community networks. It works to improve candidate experience and recruiting effectiveness through customer-focused practices, technology, streamlined processes, and continuous improvement. The role also leads and develops high-performing recruiting teams, advancing operational excellence, accountability, inclusion, and measurable business results. Extensive experience in Talent Acquisition and/or HR Business Partnership or HR Operations is preferred.

Requirements

College, university, or equivalent degree in Human Resources, Business Administration, or a related field, or equivalent experience.
Demonstrated ability to develop and execute talent acquisition strategies aligned with business priorities, workforce planning, and future capability needs.
Strong leadership, consulting, and relationship-building skills, with the ability to influence senior stakeholders in complex and evolving environments.
Expertise in workforce analytics, labor market intelligence, and data storytelling to guide strategic decisions and improve outcomes.
Proven ability to lead change, navigate ambiguity, and drive operational excellence while maintaining a strong customer focus.
Ability to build, develop, and lead high-performing teams that deliver innovative talent solutions and sustainable business results.
Strong change management, organizational awareness, financial acumen, and human resources consulting capabilities.
Ability to use data analytics, data visualization, and business insights to communicate trends and influence decision-making.
Ability to work in complex environments, balance competing priorities, foster inclusion, and embrace diverse perspectives.
Technology-forward mindset and ability to leverage recruiting tools, systems, and digital solutions.

Nice To Haves

Extensive experience in Talent Acquisition and/or Human Resources Business Partnership or HR Operations environments.

Responsibilities

Develop and execute an Early Careers talent acquisition strategy aligned with workforce planning and long-term business objectives.
Build sustainable emerging talent pipelines to strengthen critical skill areas and future organizational capabilities.
Advise business and HR leaders on talent market trends, workforce needs, and the strategic value of early career programs.
Use workforce analytics and labor market intelligence to guide talent decisions and optimize hiring outcomes.
Improve candidate experience through customer-focused recruiting practices, innovative technologies, and streamlined processes.
Develop partnerships with universities, technical colleges, industry organizations, and community networks to broaden talent access.
Lead, develop, and inspire high-performing recruiting teams while promoting operational excellence, accountability, and measurable results.
Champion continuous improvement and digital transformation initiatives that improve recruiting effectiveness, efficiency, and business impact.
Connect workforce demand, future skill needs, and long-term talent planning through business-aligned emerging talent strategies.
Identify opportunities for Early Careers talent to strengthen organizational capability and succession pipelines.
Build expertise across university, college, technical school, internship, co-op, and graduate talent channels and create scalable recruiting solutions.
Use workforce planning tools, labor market intelligence, and talent analytics to identify priority skills, target markets, and talent availability trends.
Assess emerging talent program effectiveness using attraction, hiring, conversion, retention, and business-alignment metrics.
Strengthen connections between internship and co-op programs and future full-time hiring needs to improve conversion and workforce readiness.
Monitor external talent market trends, student expectations, competitive activity, and changing skill demands to inform recruitment strategy.
Partner with Talent Management, HR, and business leadership teams to integrate Early Careers into workforce and talent planning.
Use data analytics, visualization, and business insights to communicate talent trends, influence decisions, and drive continuous improvement.
Balance competing priorities in complex environments, build effective teams, foster inclusion, and embrace diverse perspectives.
Leverage modern recruiting tools, systems, and digital solutions to improve efficiency and effectiveness.