Global Talent Acquisition Director

Duties & Responsibilities
The Director of Talent Acquisition will report to the VP of Human Resources and lead the global TA strategy, programs and initiatives. This includes ensuring awareness of the Teradyne brand, creating and fostering an amazing candidate experience, and developing a pipeline of diverse, high performing talent to expand our workforce that will deliver against our business goals.
This individual will be a member of the HR Leadership Team and a key partner to the executive team. He/she will bring a global perspective to the business on how best to position Teradyne to compete successfully in the competitive talent market. This person will also contribute to the building of our global brand that will lead to attracting highly skilled candidates who will engage with the company and enjoy long and successful careers.
The Director of Talent Acquisition will build and lead, directly and indirectly a global team of skilled TA professionals, agency and third party recruiters and HR reps, by setting direction on global initiatives, streamlining operations, adopting systems and enacting policies and programs that make the TA function both efficient and highly effective.
The Director of TA will partner with global business leaders, managers, corporate HR and corporate Finance. This partnership will ensure Teradyne culture is strengthened with every hire and the workforce plan can be delivered against. This person will provide timely feedback on our compensation strategies to enable agility in responding to candidate needs and market shifts.
The leader and his/her team will also partner with the global HRBP to ensure global adoption of programs, gain an understanding of talent needs and building out the Teradyne brand as a place where employees are inspired to do their best. These initiatives will allow the company to improve business performance and ensure a diverse pipeline of talent that will strengthen the organization for fast paced and continued global growth, both organic and inorganic.
Partner with the HR Leadership team and key business stakeholders to create a global strategy for talent acquisition that aligns with Teradyne's talent philosophy, values, operating principles and culture.
Transform a historically US centric central employment team into a highly skilled global team. Create an innovative and proactive TA function that supports the HR organization globally.
Lead long-range workforce planning that impacts the recruitment, engagement, performance, training, development, and retention of our workforce.
Turn strategic vision for talent acquisition into actionable implementation plans, addressing key tranches of the organization, both functional and geographic and their specific hiring needs
Champion diversity and culture in all aspects of the hiring process, from content of job descriptions, training for hiring managers, formulation of interview panels as well as candidate experience leading into a measurable improvement in availability and selection of diverse candidates into the organization.
Develop and implement sourcing strategies to build out pipeline for current and future hiring demands, understanding business / geographic plans.
Build global process for consistency and efficiency with appropriate tailoring for local market differences, whether legal or cultural.
Continue to emphasize and champion ongoing partnerships with colleges which are vital to our intern, coop and graduate hiring .
Partner with Marketing and the VP of HR to promote the Teradyne employee value proposition and implement online and offline employer branding activities.
Prepare and review annual recruitment budget and workforce plans.
Ensure a positive candidate experience and positive touch points at all stages of the recruitment process.
Build out data and analytics to measure the ROI of TA programs, including metrics on source of hire, /time to fill, measurement of candidate experience, quality of hiring and ensuring a diverse pipeline of talent as well as branding, EVP, and other spend.
Engage in M&A activities to help cultural and leadership /talent assessment and support in-boarding of acquired talent.
Partner with the Head of Global Compensation and our benefits specialists to influence the design of our compensation offerings to ensure we remain competitive in the market, managing for reasonable parity with external hires versus internal employees and providing real time feedback on any compensation issues.
Partner with HRBPs to capture feedback on talent needs and business goals, ensuring fast and effective hiring to support new growth and backfill hiring.
Basic Qualifications, Experience, Skills & Education Required
Bachelor's degree in HR, Organizational Development, Psychology, Management, or Business Administration strongly preferred. MBA strongly preferred.
At least 10 years of progressive responsibility within a global TA team including at least 5 years leading a team in that function, within a fast-paced technology company.
Proven ability to build, manage, and retain a team of global TA professionals that will embody the values and brand of the company, act as evangelists for the company and put diversity front of mind in delivering against our workforce plan.
Proven change agent with the record of accomplishment for delivering on people and culture strategies.
Experience in build out of operations, data analytics, technology, tools, platforms and processes that help streamline global TA effort, bringing a faster time to hire and a diverse slate of high performing talent into the business, balancing a desire for consistency with an awareness of local market factors and needs
Hands on experience in using an ATS and associated tools to track performance and metrics but also to create a community of potential candidates to be cultivated (through Recruitment Marketing tools)
Experience creating and promoting an employee value proposition with supporting actions in social media, on line and offline branding activities
Ability to influence without authority and to act nimbly in the interests of talent initiatives.
Leadership Competencies
Inspires others: Shares passion for our vision, culture and opportunity;
Business Minded: Demonstrates strategic thinking, operational intelligence and sound judgment; Results-oriented: Focuses on delivering results not activity;
Data-driven: Balances data with gut, embraces test and learn approach to make informed business decisions;
Collaborative: Builds partnerships and ensures shared success; Accountable: Owns and keeps commitments; Disciplined: Enforces operational rigor;
Courageous: Willing to raise, make hard calls in service of the business

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