Website:
sagility.com
Job details:
Role Overview
We are looking for a strategic, data-driven and transformation-oriented Director – Talent Acquisition to lead hiring for Corporate Functions across the organization.
The role will own the talent acquisition strategy, delivery and transformation agenda for Corporate Functions, partnering closely with CXOs, Business Heads and Functional Leaders to attract and hire high-quality talent across critical, niche, senior and leadership positions.
The ideal candidate will bring strong expertise in Corporate Function hiring, executive search, direct sourcing, talent intelligence, stakeholder management, team leadership, AI-enabled recruitment and TA transformation.
Key Responsibilities
1. Corporate Function Talent Acquisition Strategy
- Develop and execute the overall Talent Acquisition strategy for Corporate Functions aligned with business growth and workforce plans.
- Lead end-to-end hiring across functions including Finance, HR, Legal, Compliance, Procurement, Risk, Strategy, Marketing, Communications, Technology, Business Excellence and other Corporate Functions.
- Own hiring for mid-to-senior, leadership, niche and critical positions.
- Build proactive talent pipelines through direct sourcing, talent mapping, referrals, internal mobility, executive search and external talent channels.
- Develop functional talent pools for current and future business requirements.
- Provide market intelligence on talent availability, compensation trends, competitor talent pools and hiring trends.
2. Strategic Stakeholder Management
- Partner with CXOs, Business Heads, Functional Heads and senior leadership to understand current and future talent requirements.
- Act as a strategic advisor on talent availability, hiring strategy, compensation, market dynamics and talent risks.
- Drive effective intake and hiring planning with business stakeholders.
- Influence senior stakeholders on talent decisions while balancing business requirements, quality and hiring governance.
- Establish strong relationships and credibility with senior hiring managers.
3. Leadership & Team Management
- Lead, mentor and develop a high-performing Corporate Functions TA team.
- Define team objectives, productivity benchmarks and performance metrics.
- Build capability across direct sourcing, executive hiring, stakeholder management, talent intelligence and AI-enabled recruitment.
- Coach recruiters on complex and senior-level hiring mandates.
- Drive a culture of accountability, collaboration, innovation and continuous improvement.
4. AI-Enabled Talent Acquisition & Recruitment Transformation
- Lead the adoption of AI Recruiter and GenAI capabilities across Corporate Function hiring.
- Leverage AI for talent discovery, sourcing, market mapping, candidate matching, screening, talent intelligence and candidate engagement.
- Identify opportunities to automate repetitive recruitment activities and improve recruiter productivity, speed and quality of hire.
- Drive adoption of AI-enabled recruitment tools across the TA team and establish measurable productivity improvements.
- Identify and implement emerging AI, automation and recruitment technology solutions.
- Develop AI-enabled approaches for predictive talent insights, candidate prioritization, personalized engagement and recruitment analytics.
- Ensure responsible use of AI with appropriate human oversight, fairness, data privacy and compliance.
- Build capability within the TA team through training and adoption of AI Recruiter / GenAI tools.
5. TA Transformation & Process Excellence
- Drive continuous improvement and transformation of the Corporate Function recruitment model.
- Strengthen direct sourcing capabilities and reduce dependency on traditional recruitment channels.
- Improve recruitment processes, assessment methodologies, candidate experience and hiring-manager experience.
- Leverage technology, analytics, automation and AI to improve recruitment efficiency.
- Establish standardized and scalable recruitment practices across Corporate Functions.
- Identify opportunities to improve quality, speed, cost and scalability of hiring.
6. Metrics, Analytics & Governance
Own and monitor key Talent Acquisition metrics including:
- Time to Hire / Time to Fill
- Cost per Hire
- Hiring Volume
- Direct Sourcing %
- Source Mix
- Offer-to-Join Ratio
- Quality of Hire
- Hiring Manager Satisfaction
- Candidate Experience
- Recruiter Productivity
- Diversity Hiring
- AI / Automation Adoption & Productivity Impact
- Build regular dashboards and reviews to provide actionable hiring insights to senior leadership.
- Ensure hiring is aligned with approved headcount, budgets, compensation frameworks and recruitment governance.
- Identify risks and bottlenecks and proactively drive corrective actions.
7. Executive & Critical Hiring
- Lead or oversee Director, VP, CXO and other critical leadership hiring mandates.
- Develop executive search strategies using direct sourcing, market mapping, referrals and external search partners.
- Build confidential talent pipelines for critical and business-sensitive positions.
- Ensure a strong candidate experience throughout senior-level hiring.
8. Talent Intelligence & Market Mapping
- Develop robust talent intelligence and market mapping capabilities for Corporate Functions.
- Track competitor talent, skill availability, emerging capabilities and market trends.
- Use data and insights to advise leadership on talent availability and hiring feasibility.
- Build ready talent pools for future and recurring hiring requirements.
Key Success Measures
The successful candidate will be measured on:
- Delivery against annual hiring plan and approved headcount
- Quality and timeliness of Corporate Function hiring
- Improvement in direct sourcing and talent pipeline strength
- Reduction in Time to Hire and Cost per Hire
- Improvement in Offer-to-Join ratio
- Senior stakeholder and hiring-manager satisfaction
- Quality and diversity of hires
- TA team productivity and capability development
- Successful adoption of AI Recruiter / GenAI and automation
- Measurable productivity improvement through AI and technology
- Successful delivery of TA transformation initiatives
- Compliance with hiring governance and budget requirements
Candidate Profile
Experience
- 15+ years of overall Talent Acquisition / Recruitment experience, preferably in large, complex organizations.
- Significant experience in Corporate Function hiring.
- Proven experience in senior, leadership, niche and critical hiring.
- Experience managing and developing TA teams.
- Strong experience partnering with CXOs, Business Heads and Functional Leaders.
- Demonstrated experience in TA transformation, technology, automation and recruitment analytics.
Functional Expertise
Strong understanding of hiring across functions such as:
Finance | HR | Legal | Compliance | Procurement | Risk | Strategy | Marketing | Communications | Technology | Business Excellence
AI & Digital Capability
- Hands-on experience with AI Recruiter / AI-enabled recruitment solutions.
- Understanding of practical GenAI applications across the recruitment lifecycle.
- Ability to identify and implement AI use cases that improve sourcing, screening, productivity, candidate engagement and hiring outcomes.
- Strong understanding of responsible AI usage, including human oversight, fairness, privacy and governance.
Leadership & Behavioural Competencies
- Strategic and methodical approach to Talent Acquisition.
- Strong commercial and business orientation.
- Excellent stakeholder management and influencing skills.
- Strong analytical and data-driven decision-making ability.
- Ability to operate effectively in a high-growth, complex and matrix environment.
- Strong communication, negotiation and executive presence.
- Demonstrated ability to lead change and drive transformation.
- High ownership, agility and execution orientation.
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