Director, Talent Acquisition North America (remote) in Virtual, Michigan at Stryker Corporation

Date Posted: 10/23/2018

Job Snapshot

Job Description

What you will do:

The Director Talent Acquisition is responsible for planning, developing and directing all aspects of talent acquisition and overall end-to-end recruiting process for the North America geography of Stryker.  Significantly influences Americas strategy and serves as a key leader of the global talent acquisition function.  Ensures a strong focus on candidate and client experience.  Creates strong partnerships with senior leaders, country HRD’s and HRBP’s to develop and implement hiring strategies based on the unique needs of each business, coaching on talent acquisition strategies, and navigating and resolving supply/demand issues. Be a thought leader on required skillsets and strategies to acquire specific talent as the company evolves. Role can be remote with travel to our primary locations - Kalamazoo, Michigan; Mahwah, NJ; Flowermound, Texas.

Essential duties & responsibilities:

  • Build and lead a highly efficient and customer-facing center of excellence (COE) for Talent Acquisition in the region, by developing a team of respected TA professionals who are business knowledgeable, proactive, responsive and client-focused, ensuring consistency in recruitment strategy and practices across the region in alignment with the Global Talent Acquisition Strategy.
  • Responsible for the attraction, assessment, and selection of talent and will partner with business leaders throughout the Company to design comprehensive and creative sourcing strategies that will create a pipeline of diverse top talent to drive business success.
  • Continue to enhance our Employment Value Proposition that reflects the company’s dynamic and growth oriented corporate culture, ensuring that this brand will be attractive to all types of target candidates.
  • Coach and consult with hiring managers on recruitment and talent mobility best practices to ensure that talent acquisition is driving the business to meet and achieve its goals.
  • Lead the entire recruitment process, from developing demand planning, to attraction and sourcing strategies, to offer and onboarding. Responsible for effective and fast recruitment processes both internally and externally.
  • Responsible for monitoring, reporting and driving the regional talent acquisition metrics and performance (Example: time to accept, time to present, Diversity, Client Satisfaction) and analyzing trends to identify and solve potential issues before they become issues.
  • Conducts critical analyses using business-intelligence tools to ensure analytics are assessed for efficiency and effectiveness that lead to profitability.
  • Continuous improvement: refine and increase the quality of search delivery and the diversity of slates.
  • Stay abreast of employment trends affecting the recruitment function, current employment legislation and policies.
  • Align regional processes and global processes, drive best practice standardization, promote accountability of metrics, and ensure team is meeting recruitment goals.
  • Instill a culture of positive recognition and continuous improvement throughout the Talent Acquisition team.

What you will need:

Qualifications & experience:

  • Bachelor’s degree in Business, Human Resources or related field is preferred.
  • 12+ years proven Talent Acquisition experience
  • 5+ years significant Talent Acquisition experience and leadership of teams in North America
  • Global exposure and/or US multinational experience is preferred.
  • Prior leadership experience with direct people leadership responsibility. 
  • Proven experience managing and leading large remote teams with a strong focus on operational excellence.
  • Demonstrated excellence in customer relations and building strong and influential relationships at all levels within an organization; problem solving and proactive service orientation.
  • Excellent analytical skills and the ability to package information in clear, concise executive level ready format
  • Proven ability to drive programs, lead people through change and meet deliverables in a complex environment
  • Strong written, verbal communication and presentation skills
  • Ability to work under tight deadlines and in a rapidly changing regulatory and business environment

Who we want:

  • Sets direction. An innovator who defines ways to create value and deliver on Stryker’s mission and strategic imperatives.
  • Builds organizational capability. A strategic executive who continuously breaks down barriers, identifying new and more effective ways to accomplish tasks and goals.
  • Inspires others. A genuine, relationship-focused leader who connects, collaborates and fosters an inclusive environment of enthusiasm, trust and pride. He/she makes others want to follow, building momentum for action and positively influencing outcomes. •
  • Champions talent development. A manager who focuses on maximizing the ability, potential and contributions of themselves and others. Fosters an environment where people can excel through developing, coaching and rewarding performance.
  • Delivers results. A driven player/coach who sets high goals for personal achievement and organizational success. He/she measures success against the best internal and external benchmarks.

Work From Home: Yes

Travel Percentage: Up to 50%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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