Talent Acquisition Leader

The Clorox Company • Durham, NC

1d • $131,300 - $316,700 • Hybrid

About The Position

As the Talent Acquisition Leader, you will lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical hiring that supports Clorox’s transformation priorities and long-term success. You will provide leadership and direction across this critical portfolio, personally leading select searches while ensuring strong outcomes more broadly. Working closely with senior business leaders and HR partners, you will translate business priorities, workforce and talent plans, future capability needs, and market realities into recruiting strategies, talent maps, and proactive pipelines for the roles most critical to Clorox’s future. You will serve as a trusted advisor to C-suite executives and senior leaders, bringing strong business acumen, talent judgment, assessment expertise, and external market intelligence to improve hiring outcomes and strengthen critical capabilities across the organization. You will also play a key role in building a more proactive, strategic, and insight-driven Talent Acquisition function by strengthening sourcing and talent intelligence capabilities, advancing data-driven decision-making, improving hiring outcomes for priority roles, and elevating recruiter and sourcer capabilities across the team. This role reports to the Global Talent Acquisition & Mobility Sr. Director.

Requirements

• 10+ years of progressive Talent Acquisition experience, including specific experience in executive search, strategic recruiting, sourcing, and talent intelligence in a complex organization.
• 5+ years of experience leading and developing recruiting, sourcing, and/or talent intelligence teams.
• Executive recruiting or strategic TA experience in global or multinational organizations.
• Experience using talent intelligence platforms, analytics, AI, or recruiting technology to improve productivity, research, decision-making, or hiring outcomes.
• Experience in both corporate Talent Acquisition and retained executive search environments.
• Experience working across countries and cultures, with the ability to navigate international talent markets.
• Demonstrated success leading executive and business-critical searches, including difficult-to-fill and growth-oriented roles.
• Experience supporting Sales and Marketing functions.
• Demonstrated ability to influence senior business leaders and HR partners through data-driven talent recommendations and market insights.
• Deep expertise in strategic sourcing, talent intelligence, passive-candidate engagement, market research, and capability building, including market mapping, external pipeline development, and translating insights into actionable talent recommendations.
• Proven success leading transformation and change management initiatives and designing and implementing material improvements to talent acquisition capabilities, processes, technology, or ways of working.
• Strong business acumen and talent judgment, with the ability to connect business needs to talent strategies and pipelines.
• Experience using recruiting data, market trends, benchmarking, and talent insights to improve hiring decisions and outcomes.
• Bachelor’s degree or equivalent combination of education and relevant professional experience.

Nice To Haves

• Bachelor’s degree in business, organizational development, human resources or a related field preferred; equivalent experience considered.

Responsibilities

• Lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical searches from strategy through close.
• Provide leadership and direction for high-impact, confidential, and critical searches, personally leading select searches where appropriate.
• Determine the optimal search strategy by leveraging internal recruiting resources, sourcing teams, and external search partners.
• Create a high-touch, transparent, and thoughtful experience for candidates and hiring leaders.
• Strengthen search outcomes through clear measures of pipeline strength, slate quality, candidate experience, assessment rigor, inclusive slate development, quality of hire, and recruiting effectiveness.
• Serve as a senior Talent Acquisition partner for priority business areas, including Sales, Marketing, and other business-critical areas.
• Translate business priorities, talent plans, future capability needs, succession considerations, and market realities into recruiting strategies, talent maps, and proactive pipelines.
• Partner with HR and business leaders to define success profiles, prioritize critical capabilities, identify talent risks early, and make more informed hiring decisions.
• Advise leaders with candid, evidence-based recommendations on talent-market realities, hiring trade-offs, competitive dynamics, urgency, quality of hire, and opportunities to strengthen pipelines.
• Build and strengthen proactive sourcing, market mapping, and talent intelligence capabilities across the Talent Acquisition function.
• Turn market data, competitor movement, external trends, workforce shifts, and future skills needs into clear talent insights and actionable recommendations that improve hiring decisions.
• Build long-term relationships with high-caliber passive talent and relevant external networks.
• Establish scalable practices, tools, and standards for sourcing and talent intelligence.
• Help evolve Talent Acquisition into a more proactive, strategic, and insight-driven function.
• Strengthen recruiter and sourcer capabilities in talent intelligence, talent advisory, assessment, and business partnership.
• Advance the use of data, market intelligence, technology, and AI to improve productivity, decision quality, and hiring outcomes.
• Identify opportunities to simplify work, improve effectiveness, and increase Talent Acquisition's impact on business results.
• Lead, coach, and develop a Talent Acquisition team while raising standards in sourcing, talent intelligence, assessment, data, AI adoption, and business partnership.

Benefits

• Comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates’ unique needs.
• Robust health plans
• Market-leading 401(k) program with a company match
• Flexible time off benefits (including half-day summer Fridays depending on location)
• Inclusive fertility/adoption benefits
• Eligible for participation in Clorox’s incentive plans

What This Job Offers

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