Sr. Manager, Global Talent Acquisition
Job #: 2025-16051
Company: Axalta (https://www.axalta.com/corporate/en_US.html)
Location: Glen Mills, PA
Industry: Manufacturing (Coatings, Chemicals)
Salary: Depends Upon Experience
Job Description:
The Sr. Manager, Global Talent Acquisition (TA) is responsible for managing Company’s global TA operating framework, encompassing budget governance, vendor management, RPO performance, KPI dashboards, and Workday Recruiting optimization. This role ensures operational excellence, compliance, and consistency across all regions, while driving data-driven insights, providing hiring manager consultative support, and building recruiter capabilities to elevate TA into a strategic business partner function.
The Sr. Mgr, Global Talent Acquisition will report directly to the VP, HR Partnerships and Talent and will lead a team of talent acquisition professionals. This position will partner with the he HR leadership team, regional and business HR teams and leaders to evaluate, design, develop and implement recruitment programs and processes to cover all open positions in the company (hourly through executive level).
Key Responsibilities:
Talent Acquisition Strategy and Operations
· Oversee all talent acquisition operations within the organization, managing a full-cycle strategy for the function that supports the ongoing transformation of the organization and its growth.
· Continually optimize the talent acquisition strategy using innovative and technological methods to improve efficiency and attract top-tier talent.
· Implement a consistent structure and process for recruitment that drives a positive candidate experience (from sourcing, application, interviews and communication).
· Ensures an effective process is in place for tracking open roles, pipelines and quality and retention of candidates, both internally and externally.
· Partners with the HR organization and business leaders to understand hiring and capability needs and translate that into recruitment strategies.
· Evaluates solutions based on the needs of each Company region to determine when customizations and different approaches are required.
· Thoroughly analyze current state of the talent acquisition function and future needs of the organization to determine the best strategy (e.g., RPO) to hire top talent efficiently.
· Stay current on regional legislation and update policies as required and updates procedures and operations accordingly.
Performance Analytics & Reporting:
· Track TA key performance indicators (time-to-fill, quality of hire, agency usage, diversity, candidate and hiring manager satisfaction).
· Partner with HR Analytics and Finance to ensure data accuracy and actionable insights for executive reporting.
· Provide ad hoc performance summaries and business reviews to senior HR and business leadership.
· Use analytics to identify trends, process bottlenecks, and strategic opportunities for improvement.
Hiring Manager & Recruiter Enablement:
· Develop and facilitate hiring manager training programs to reinforce process adherence, compliance, and best-practice interviewing.
· Deliver interview training and toolkits, including structured interview guides, behavioral question banks, and selection rubrics.
· Create and implement TA team learning modules focused on consultative recruiting, proactive talent pipelining, and business partnership skills.
· Partner with regional TA leads to ensure consistency in global recruiting capability and stakeholder experience.
· Serve as change agent to promote a culture of accountability and continuous improvement across TA operations.
Employer Branding:
· Oversee Company’s global employer branding strategy and creative assets.
· Leverage employee career stories for the Career Site and LinkedIn to showcase authentic culture and growth opportunities.
· Partner with Corporate Communications to align messaging with Company’s global EVP.
Workday Recruiting & Process Optimization:
· Govern Workday Recruiting configurations, templates, and automated communications.
· Collaborate with HR Operations to refine requisition approval workflows.
· Identify automation and simplification opportunities to enhance user experience and compliance.
· Standardize and document end-to-end TA processes across all regions.
RPO and External Partnerships:
· Lead global partnership management with Korn Ferry, serving as the escalation point for issue resolution and continuous improvement.
· Monitor RPO performance metrics, SLA adherence, and regional hiring volumes.
· Review and approve monthly billing for North America; coordinate with global billing; troubleshoot unpaid invoices.
· Oversee all TA vendor relationships and contract performance, ensuring ROI and service excellence.
Budget Management:
· Manage the global TA budget, including annual forecasting, and reconciliation.
· Approve purchase orders (POs) and coordinate monthly HR cost reviews with Finance.
· Partner with HR Coordinator for PO management and invoice payment processing.
Team Leadership and Collaboration:
· Lead the talent acquisition team by defining clear priorities and expectations, as well as developing the capabilities of the team to help them meet their potential.
· Collaborates with Total Rewards to ensure that the compensation strategy adequately reflects the needs of Company as it continues to transform and grow.
· Ensures effective selection tools and assessments are implemented consistently and effectively.
· Partner with hiring managers and executives to understand talent needs and provides consultative support on hiring strategies, market insights, and assessment tools.
· Serves as the point person for questions and concerns relative to hiring needs, bringing a calm, solution-oriented approach to conversations and issues.
Candidate Profile:
Education
• Bachelor’s degree required. Master’s degree preferred
Experience
• Minimum 7+ years of experience in Human Resources with progressively expanding responsibilities required. 5 years or more in a managerial or project leadership role with demonstrated success in leading cross-functional teams.
• Previous experience in talent acquisition is required with direct experience in recruitment processes
• Experience working with and implementing talent acquisition systems and databases.
• Experience managing teams and relationships with external vendors required.
Skills and Attributes
• Possesses leadership presence and professional demeanor; a leader who collaborates and resolves issues; influences without authority.
• Demonstrates strong analytical skills with the ability to transform data and trends into insights and strategies.
• Is a team player with credibility who takes initiative in identifying ways to support the business.
• Is results oriented; delivers results under difficult conditions and demonstrates balanced judgment under pressure; persistently drives ideas.
• Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions.
• Possesses exceptional written and verbal communication skills; excellent platform skills; is a champion for open and effective communication.
• Effective problem solving and decision-making skills. Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data.
• Possesses strong organizational skills and is capable of juggling multiple priorities and dealing with changing and ambiguous situations.
• Initiates, implements and supports change within the organization; is proactive in removing barriers or accelerating its pace.
• Knows basic “mechanics” of applicant tracking system(s) (both hourly and management); sound understanding of databases and supporting systems .
• Comfortable challenging organizational norms and accepted thinking to improve effectiveness.
• Possesses strong knowledge of talent acquisition processes, systems and practices. Stays current with HR and business trends and best practices.
• High degree of integrity in dealing with sensitive information.
• Integrates and balances priorities, work activities and resources for the benefit of multiple key stakeholders.
• Enhances personal, professional and business growth through new knowledge and experiences; pushes the organization to learn from other industries’ standards and practices.
• Understands how to manage in a culturally diverse work environment and is a champion for diversity effectiveness in the organization.
• Creates an atmosphere in which timely information flows smoothly both upward and downward through the organization.
• Strong management skills with excellent coaching and mentoring skills.
• Sound financial management skills; understand the budget process.
• Embraces technology and other innovative solutions to increase workflow efficiency and quality.
Our Company:
Axalta has remained at the forefront of the coatings industry by continually investing in innovative solutions. We engineer technologies that protect customers’ products – whether they are battling heat, light, corrosion, abrasion, moisture, or chemicals – and add dimension and beauty with colorful finishes. We have a vast and ever-evolving portfolio of brands primed to play an important part in everything from modernizing infrastructure around the world to enabling the next generation of electric and autonomous vehicles.
Axalta operates its business in two segments: Performance Coatings and Mobility Coatings, which serve four end markets, including Refinish, Industrial, Light Vehicle and Commercial Vehicle, across North America, EMEA, Latin America and Asia-Pacific. Our diverse global footprint allows us to deliver solutions in over 140+ countries and coat 30 million vehicles per year. We’ve recently set an exciting 2040 carbon neutrality goal, in addition to 10 other sustainability initiatives, and we take pride in working with our customers to optimize their businesses and achieve their goals.
1.2 - First/Mid Level Officials and Managers (EEO-1 Job Categories-United States of America)