Head of Global Talent Acquisition

About the role

In this role, you will oversee the global talent acquisition function at IGT, focusing on transforming recruitment strategies and processes. You will lead a team in building new hiring hubs and modernizing systems to enhance efficiency and candidate experience.

Success in this position requires a strategic mindset combined with hands-on leadership. You will work closely with senior leadership to align talent acquisition with the company's evolving needs, ensuring that the organization attracts and retains top talent across multiple regions.

The salary range for this position is between $199,800 and $257,400, reflecting the seniority and responsibilities involved.

Who this role suits

• A strategic thinker who is also comfortable engaging directly with candidates.
• Experienced in leading large, distributed teams through transformation.
• Proficient in modern talent acquisition technologies and metrics.
• Able to navigate complex, global hiring environments with a collaborative approach.

From the employer

Talent Acquisition Strategy & Transformation

• Lead a comprehensive transformation of the global talent acquisition function, including the design and buildout of new regional hiring hubs to optimize cost-per-hire at scale.
• Reimagine end-to-end recruitment processes and drive the adoption of modern TA systems and tools, replacing legacy approaches with scalable, data-driven infrastructure.
• Reset the company’s positioning, including co-leadership of the rollout of a new Employee Value Proposition that is lived by active employees and experienced by candidates.
• Attract and hire a new caliber of talent aligned with the company’s new direction, partnering closely with senior leadership to define future-state workforce priorities.

Team Leadership & Organizational Development

• Build, lead, and develop a high-performing global TA team across multiple regions and time zones, including managers, recruiters, and operations specialists.
• Establish clear team structures, roles, and performance expectations, ensuring consistency in quality, delivery and candidate experience.
• Coach and upskill the team through the transformation, fostering a culture of accountability, agility, and continuous growth.

Data, Analytics & Operational Excellence

• Define and own global TA metrics and KPIs—including time-to-fill, quality of hire, source effectiveness, cost-per-hire, and offer acceptance rates.
• Present insights regularly to the Chief People & Culture Officer and senior leadership, with plans to further optimize Talent Acquisition.
• Leverage workforce analytics and market intelligence to inform hiring strategies, headcount planning, and proactive talent pipelining.
• Drive process standardization and operational rigor across all markets, ensuring compliance with local labor laws and global consistency in practice.

Executive Recruiting

• Personally lead a portfolio of executive-level requisitions, serving as a hands-on recruiter for the company’s most critical and sensitive hires.
• Manage relationships with retained and contingency executive search firms—setting briefs, holding partners accountable to timelines and quality, and ensuring a seamless candidate experience at the senior level.
• Serve as the internal expert on executive talent markets, bringing forward-looking intelligence on leadership talent availability, compensation trends, and competitive positioning.

Cross-Functional Partnership & People & Culture Leadership

• Contribute to enterprise-wide people strategy beyond the TA function and collaborate closely with People & Culture Business Partners, Total Rewards, Talent Management, and People Operations.
• Act as a trusted advisor to executive stakeholders across the business—balancing strong ownership and operation of the TA function with a genuine service orientation and the flexibility to adapt priorities to evolving business needs.
• Build credibility and influence across the organization by combining strategic perspective with visible, hands-on engagement in the work.

Qualifications

Education:

• Bachelor’s degree required; an advanced degree (MBA or equivalent) strongly preferred.

Experience:

• 15+ years of progressive talent acquisition experience, with a significant portion at global enterprise scale (4,000+ employees, multi-country operations).
• Demonstrated success leading large, distributed TA teams through organizational or functional transformation.
• Proven experience designing or standing up regional recruiting hubs or centers of excellence.
• Track record of modernizing TA systems, processes, and operating models in complex environments.
• Hands-on experience personally executing executive-level searches, both independently and in partnership with external search firms.
• Experience hiring across diverse functions and geographies, with a strong command of international labor markets.

Keys to Success

• Strategic yet hands-on — Thinks at the enterprise level while staying personally engaged in the work; equally comfortable in a leadership team meeting and a candidate conversation.
• Transformation mindset — Comfortable operating as both architect and executor; able to envision the future state while driving it forward with urgency and discipline.
• Technology fluency — Experienced in AI – or at least excited to learn; uses metrics not just to report, but to diagnose, decide, and drive continuous improvement.
• Executive presence — Earns trust at the C-suite level; communicates with clarity, confidence, and strategic framing.
• Collaborative leader — A true People & Culture team player who contributes beyond their own function, brings others along, and builds strong relationships across the business.
• Service orientation — Owns their domain with confidence while staying genuinely responsive to the needs of the business; has a point of view but ready to implement leadership decisions; adapts without losing strategic direction.
• Team builder — Develops talent around them; creates clarity, psychological safety, and high standards in equal measure.
• Global acumen — Understands the nuances of hiring across cultures, markets, and regulatory environments.
• Change leadership — Brings people along through ambiguity; energizes rather than unsettles during periods of significant change.