Vice President, Global Talent Acquisition

IGT, a Nevada Corporation•Spring Valley, NV

107d•Hybrid

About The Position

The Vice President, Talent Acquisition will lead IGT’s talent acquisition function and team, overseeing recruitment efforts across multiple geographies, business units, and organizational levels. Managing a global team of over 20 TA professionals responsible for filling more than 400 positions annually – from factory assemblers to game engineers and designers to executive leaders – this individual will play a pivotal role in shaping IGT’s workforce. The Vice President, Talent Acquisition will be tasked with transforming the current TA function, implementing the structures and processes necessary to attract and hire top talent. Their focus will be on building a scalable, adaptable approach that can transform alongside the company’s changing needs. The ideal candidate for this role will be a talent acquisition expert with a hands-on approach and a proven ability to deliver results aligned with business objectives. This leader will bring experience recruiting across functions and levels within manufacturing and corporate environments, as well as managing international teams, ideally including offshoring. Experience working with external vendors and RPOs to fulfill talent needs will also be critical. The Vice President, Talent Acquisition will be a metrics-driven, business-oriented leader capable of designing and implementing processes that drive significant impact across the enterprise.

Requirements

15+ years of progressive talent acquisition experience, with a significant portion at global enterprise scale (4,000+ employees, multi-country operations).
Demonstrated success leading large, distributed TA teams through organizational or functional transformation.
Proven experience designing or standing up regional recruiting hubs or centers of excellence. Specific experience in India or Mexico is ideal.
Track record of modernizing TA systems, processes, and operating models in complex environments, with a focus on metrics and business connectivity.
Technologically fluent, with experience using AI – or at least excited to learn; uses metrics not just to report, but to diagnose, decide, and drive continuous improvement. Experience with SuccessFactors is preferred.
Demonstrated success partnering with outside agencies and vendors to shape a flexible, scalable TA process.
Hands-on experience personally executing executive-level searches, both independently and in partnership with external search firms.
Experience hiring across diverse functions and geographies, with a strong command of international labor markets. Understands how to hire manufacturing, corporate, and executive employees, as well as specialized employees like engineers.
Bachelor’s degree required

Nice To Haves

An advanced degree (MBA or equivalent) strongly preferred.
Strategic yet hands-on — Thinks at the enterprise level while staying personally engaged in the work; equally comfortable in a leadership team meeting and a candidate conversation.
Transformation mindset — Comfortable operating as both architect and executor; able to envision the future state while driving it forward with urgency and discipline.
Business orientation – shapes their function to have the greatest positive impact on the business.
Executive presence — Earns trust at the C-suite level; communicates with clarity, confidence, and strategic framing.
Collaborative leader — A true People & Culture team player who contributes beyond their own function, brings others along, and builds strong relationships across the business.
Service orientation — Owns their domain with confidence while staying genuinely responsive to the needs of the business; has a point of view but ready to implement leadership decisions; adapts without losing strategic direction.
Team builder — Develops talent around them; creates clarity, psychological safety, and high standards in equal measure. Shapes a team culture of excellence.
Global acumen — Understands the nuances of hiring across cultures, markets, and regulatory environments.
Change leadership — Brings people along through ambiguity; energizes rather than unsettles during periods of significant change.
Metrics-driven – focuses on improving the numbers that matter to drive improvement throughout the process.
Fast-paced – Works with a sense of urgency on deliverables.

Responsibilities

Lead a comprehensive transformation of the IGT’s global talent acquisition function, including the design and buildout of new regional hiring hubs to optimize cost-per-hire at scale.
Reimagine end-to-end recruitment processes and drive the adoption of modern TA systems and tools, replacing legacy approaches with scalable, data-driven infrastructure.
Partner with outside vendors and RPOs, shaping a flexible, scalable TA process that can continuously align with business needs.
Reset the company’s positioning, including co-leadership of the rollout of a new Employee Value Proposition that is lived by active employees and experienced by candidates.
Attract and hire a new caliber of talent aligned with the company’s new direction, partnering closely with senior leadership to define future-state workforce priorities.
Build, lead, and develop a high-performing global TA team across multiple regions and time zones, including managers, recruiters, and operations specialists, with a focus on recruiting excellence.
Establish clear team structures, roles, and performance expectations, ensuring consistency in quality, delivery and candidate experience.
Coach and upskill the team through the transformation, fostering a culture of accountability, agility, and continuous growth.
Define and own global TA metrics and KPIs—including time-to-fill, quality of hire, source effectiveness, cost-per-hire, and offer acceptance rates.
Utilize improved data collection and analysis to make informed decisions and revise the existing TA process.
Present insights regularly to the Chief People & Culture Officer and senior leadership, with plans to further optimize Talent Acquisition.
Leverage workforce analytics and market intelligence to inform hiring strategies, headcount planning, and proactive talent pipelining.
Drive process standardization and operational rigor across all markets, ensuring compliance with local labor laws and global consistency in practice.
Personally lead a portfolio of executive-level requisitions, serving as a hands-on recruiter for the company’s most critical and sensitive hires.
Manage relationships with retained and contingency executive search firms—setting briefs, holding partners accountable to timelines and quality, and ensuring a seamless candidate experience at the senior level.
Serve as the internal expert on executive talent markets, bringing forward-looking intelligence on leadership talent availability, compensation trends, and competitive positioning.
As a member of the People & Culture Leadership team, contribute to enterprise-wide people strategy beyond the TA function and collaborate closely with People & Culture Business Partners, Total Rewards, Talent Management, and People Operations.
Act as a trusted advisor to executive stakeholders across the business—balancing strong ownership and operation of the TA function with a genuine service orientation and the flexibility to adapt priorities to evolving business needs.
Build credibility and influence across the organization by combining strategic perspective with visible, hands-on engagement in the work.