Director Talent Acquisition

Westinghouse Outdoor Power Equipment; Columbus (OH); Presencial; USD 120 000 - 160 000; Tempo integral

Resumo da oferta

Westinghouse Outdoor Power Equipment seeks a Director of Talent Acquisition to lead recruiting across corporate, ecommerce, warehouse, manufacturing, operations, and leadership roles in Columbus, Ohio.

This hands-on, strategic leader will build scalable processes, partner with executives, coach managers, and own data-driven recruiting metrics to improve time-to-fill and quality of hire.

Qualificações

• 8+ years of progressive recruiting experience, including experience leading recruiting strategy.
• Experience recruiting across a mix of hourly and salaried populations, ideally including manufacturing, consumer products, ecommerce, distribution, warehouse operations, or multi-site business environments.
• Demonstrated ability to build or improve recruiting infrastructure and processes in a growing, changing, or multi-brand business.
• Experience advising and coaching hiring managers and executives through role scoping and hiring decisions.
• Strong command of recruiting metrics, funnel management, and ATS/recruiting systems.
• Ability to operate strategically while remaining hands-on with day-to-day hiring when needed.
• Strong business acumen and ability to partner with finance, operations, sales, marketing, and executive leadership.

Responsabilidades

• Own the company's end-to-end recruiting strategy for corporate, operations, ecommerce, warehouse, customer service, marketing, and leadership roles.
• Build and manage a repeatable, scalable hiring process — job descriptions, interview structure, manager intake, candidate experience, offer approvals, and recruiting metrics.
• Partner with leaders across the business to forecast hiring needs, identify talent gaps, and build proactive pipelines rather than reactive, one-off searches.
• Reduce time-to-fill and improve quality-of-hire through better sourcing, interview design, and process discipline.
• Manage requisition load directly and/or oversee recruiters, coordinators, or agency relationships as hiring volume requires.
• Develop sourcing strategies for both hourly/warehouse populations and salaried corporate, ecommerce, and leadership roles.
• Elevate candidate experience across the funnel — communication, speed, interview logistics, and offer process.
• Strengthen the company's employer brand and reputation in the markets where it hires.
• Coach hiring managers and senior leaders on interviewing, role scoping, candidate evaluation, and making sound hiring decisions.
• Act as a strategic advisor to executives on org design and headcount needs as they relate to hiring.
• Support succession and internal-mobility conversations where they intersect with recruiting needs.
• Own recruiting data and reporting — pipeline health, time-to-fill, source effectiveness, offer-acceptance rates, and cost-per-hire — so leadership has real visibility into hiring performance.
• Partner with HR, finance, and operations on headcount planning, budgeting, and workforce forecasting.
• Evaluate and improve ATS/recruiting systems, workflows, and vendor relationships (agencies, job boards, sourcing tools).
• Ensure recruiting practices align with compliance requirements (EEO, wage/hour classification at hire, documentation standards), partnering with HR/legal as needed.

Conhecimentos

Recruiting strategy

Leadership coaching

ATS/Recruiting systems

Hiring manager partnership

Forecasting headcount

Data-driven recruiting

Cross-functional collaboration

Ferramentas

ATS platforms

Descrição da oferta de emprego

The Director of Talent Acquisition will serve as the senior recruiting leader for a multi-brand consumer products, ecommerce, and distribution platform. This individual will own full-cycle talent acquisition strategy and execution across several operating brands, supporting a mixed workforce that includes corporate, ecommerce, warehouse, manufacturing, operations, customer service, sales, marketing, and leadership roles.

This is a highly visible, hands-on leadership role for a recruiting executive who can operate strategically while also building practical infrastructure. The company is looking for someone who can drive hiring across a wide range of functions, build scalable recruiting processes, and act as a trusted advisor to hiring managers and executives. The right candidate will be commercially minded, operationally strong, and comfortable working in a mid-sized business where recruiting must be both strategic and hands-on.

Key Responsibilities

• Own the company's end-to-end recruiting strategy for corporate, operations, ecommerce, warehouse, customer service, marketing, and leadership roles.
• Build and manage a repeatable, scalable hiring process — job descriptions, interview structure, manager intake, candidate experience, offer approvals, and recruiting metrics.
• Partner with leaders across the business to forecast hiring needs, identify talent gaps, and build proactive pipelines rather than reactive, one-off searches.
• Reduce time-to-fill and improve quality-of-hire through better sourcing, interview design, and process discipline.
• Manage requisition load directly and/or oversee recruiters, coordinators, or agency relationships as hiring volume requires.

Employer Brand, Candidate Experience & Sourcing

• Develop sourcing strategies for both hourly/warehouse populations and salaried corporate, ecommerce, and leadership roles.
• Elevate candidate experience across the funnel — communication, speed, interview logistics, and offer process.
• Strengthen the company's employer brand and reputation in the markets where it hires.

Hiring Manager Partnership & Leadership Coaching

• Coach hiring managers and senior leaders on interviewing, role scoping, candidate evaluation, and making sound hiring decisions.
• Act as a strategic advisor to executives on org design and headcount needs as they relate to hiring.
• Support succession and internal-mobility conversations where they intersect with recruiting needs.

Recruiting Operations & Reporting

• Own recruiting data and reporting — pipeline health, time-to-fill, source effectiveness, offer-acceptance rates, and cost-per-hire — so leadership has real visibility into hiring performance.
• Partner with HR, finance, and operations on headcount planning, budgeting, and workforce forecasting.
• Evaluate and improve ATS/recruiting systems, workflows, and vendor relationships (agencies, job boards, sourcing tools).
• Ensure recruiting practices align with compliance requirements (EEO, wage/hour classification at hire, documentation standards), partnering with HR/legal as needed.

Required Qualifications

• 8+ years of progressive recruiting experience, including experience leading recruiting strategy or a recruiting function.
• Experience recruiting across a mix of hourly and salaried populations, ideally including manufacturing, consumer products, ecommerce, distribution, warehouse operations, or multi-site business environments.
• Demonstrated ability to build or improve recruiting infrastructure and processes in a growing, changing, or multi-brand business.
• Experience advising and coaching hiring managers and executives through role scoping and hiring decisions.
• Strong command of recruiting metrics, funnel management, and ATS/recruiting systems.
• Ability to operate strategically while remaining hands-on with day-to-day hiring when needed.
• Strong business acumen and ability to partner with finance, operations, sales, marketing, and executive leadership.

Preferred Qualifications

• Experience in a private-equity-backed, founder-led, family-owned, or multi-brand platform company.
• Experience integrating recruiting practices across multiple acquisitions, locations, or business units.
• Experience with ATS/recruiting-systems optimization, implementation, or vendor evaluation.
• Experience building recruiting playbooks, interview scorecards, or structured-interview programs.
• Experience recruiting for consumer goods, ecommerce, manufacturing, audio/electronics, personal safety products, or related product-based businesses.

Ideal Candidate Profile

• The ideal candidate is a business-minded recruiting leader, not just a requisition processor.
• They should be comfortable working in a lean, mid-sized business where systems may not be perfect and where they are expected to create structure, build hiring manager accountability, and solve problems directly.
• This person should be able to sit with executives and discuss hiring strategy and org planning, but also get into the details of sourcing, interview design, offer negotiation, and recruiting systems.
• The best-fit candidate likely comes from a 100-300 employee manufacturing, ecommerce, distribution, consumer products, or multi-site business and has experience building scalable recruiting processes without relying on a large TA team.