At Greene, Tweed, you'll find the cutting-edge technology, world-class polymer expertise and endless advancement opportunities you'd expect from a multi-national industry leader. You'll find them all in an environment that embraces diversity in people and opinions, moves decision making to the point of impact, and celebrates your success.
If you enjoy continuous learning and are excited about working with and creating technological solutions, explore career opportunities with Greene, Tweed.
Essential Duties/Responsibilities:
- Strategic Leadership
- Collaborate with executive and senior management to establish and implement global talent acquisition strategies that support overall business goals.
- Participate in the development of the processes and approach, as well as the evaluation criteria for recruiting projects, programs, and people.
- Make final decisions on operational and administrative matters within the talent acquisition function.
- Champion continuous process improvement, change management and special projects such as M&A talent integration.
- Global Recruitment Strategy
- Design, lead, and continuously improve a global recruitment strategy and set of activities, ensuring alignment with workforce planning and organizational priorities.
- Provide expert consultancy and partnership to leaders across the organization, advising on talent needs, market trends, and best practices, and incorporating appropriate local/regional TA expertise.
- Team Leadership & Supervision
- Direct and control the activities of the global Talent Acquisition team, including matrixed management of resources embedded in regional HR teams.
- Guide, mentor, and develop team members through the full-cycle recruitment process, ensuring consistent delivery of high-quality candidates.
- Foster a culture of collaboration, innovation, and accountability within the team.
- Operational Excellence
- Oversee planning, staffing, budgeting, and management of expense priorities for the talent acquisition function.
- Recommend and implement changes to recruitment methods, processes, and tools to enhance efficiency and effectiveness.
- Evaluate, implement/upgrade and optimize recruitment technology and processes, including integration of appropriate AI-powered tools and enhancements to the applicant tracking system.
- Ensure recruitment budgets and schedules meet corporate requirements.
- Align recruitment practices with corporate compliance requirements, ensuring compliance with international labor laws and privacy standards, and successful completion of internal or external audits.
- Data-Driven Decision Making
- Leverage data analytics to monitor and analyze key recruiting metrics (e.g., time-to-fill, quality of hire, source effectiveness).
- Use insights from data to drive activity, measure team productivity, and inform decision-making.
- Prepare and present regular reports to senior management on hiring planning approaches, recruitment performance, trends, and opportunities for improvement.
- Stakeholder Engagement
- Lead constructive conversations and planning sessions with leaders and hiring managers to understand talent needs and develop tailored recruitment solutions.
- Act as a trusted advisor, providing guidance on talent pipelining, creative sourcing strategies, and employer branding.
- Ensure a positive candidate and hiring manager experience throughout the recruitment process.
- Collaborate with marketing to ensure a strong Employee Value Proposition, through employer branding and candidate outreach, digital recruitment marketing and the creative use of media for candidate engagement.
- Drive DEIB initiatives, ensuring inclusive hiring practices, developing partnerships with ERGs and cultivating a culturally aligned recruitment approach across our global enterprise.
- Innovation in Talent Attraction
- Employ best practice research, creative sourcing techniques, and social media outreach to attract diverse and highly qualified candidates.
- Build and maintain robust external talent pipelines for current and future hiring needs.
- Support succession planning and talent development through engagement with internal talent pipelines; establish and oversee internal mobility programs, as appropriate.
Required Minimum Qualifications
- Education: Bachelor’s degree required; advanced degree preferred.
- Experience: 12–15 years of progressive experience in talent acquisition or related HR roles, with at least 5 years in a leadership capacity overseeing matrixed teams and complex projects.
- Knowledge & Skills:
- Demonstrated success in developing and executing global recruitment strategies.
- Strong analytical skills with experience using data to drive recruitment decisions.
- In-depth knowledge of talent acquisition best practices, employment branding, and innovative sourcing techniques.
- Exceptional leadership, communication, and stakeholder management abilities.
- Experience managing budgets, staffing plans, and operational priorities.
- Ability to work on complex issues requiring deep organizational understanding and cross-functional collaboration.
Key Competencies:
- Strategic Agility
- Managerial Courage
- Drive for Results
- Customer Focus
- Business Acumen
- Data-Driven Decision Making
- Change Management
- Team Leadership and Development
- Stakeholder Influence and Communication
Note: This Job Description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by the Supervisor. All requirements are subject to change and updates.
We also provide eligible employees with a competitive benefits package that includes health insurance, flexible spending accounts, health savings account, 401k savings plan, life and disability insurance, tuition assistance and more, to meet the diverse needs of all employees and their family members.
Equal Opportunity Employer:
Greene, Tweed is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, physical or mental disability, veteran status, or any other federally protected class.
Drug Free Workplace:
Greene, Tweed is a Drug Free Workplace. Employment is contingent upon successful completion of a pre-employment drug screening and background investigation subject to federal, state, and local laws.
NOTE: Greene, Tweed is not seeking assistance or accepting unsolicited resumes from search firms for employment opportunities, unless they have a written agreement for the position they are contacting us about. Regardless of past practice, all resumes submitted by search firms to any employee at GT without a valid written search agreement in place for that position will be deemed the sole property of Greene, Tweed, and no fee will be paid in the event the candidate is hired by Greene, Tweed as a result of the referral or through other means.