Divisional Production Recruiting Lead

You will be the single-threaded owner of all production/manufacturing/supply chain hiring outcomes for your assigned Division. This role exists to solve a critical alignment gap: giving Divisional leaders direct visibility, accountability, and control over their talent pipelines while maintaining leverage from centralized recruiting operations.

As a Divisional Production Recruiting Lead, you will operate as an embedded player-coach and strategic program manager,personally executing your Division's most critical and complex production assignments while aligning the priorities and workload of the centralized production recruiting team for all of your divisional roles.

Your key responsibilities include:

• Owning end-to-end production hiring outcomes for your Division, including headcount planning, demand forecasting, requisition prioritization, and delivery against hiring targets.
• Acting as the primary strategic talent partner to your Divisional Head of TA and senior divisional leaders, translating business objectives into executable hiring strategies.
• Delivering regular reporting on hiring health, pipeline velocity, capacity constraints, and risk mitigation to divisional leadership,providing full transparency and 'positive control' over talent delivery.
• Defining and managing SLAs, hiring goals, and success metrics for your Division's production portfolio in partnership with business stakeholders.

In addition, you will personally own and execute full-cycle recruiting on priority roles as needed for your Division's most critical, complex, or strategic production roles, including:

• Leadership and senior technical hires (Head of, Director, VPs)
• Single-point-of-failure roles or positions with unique market challenges
• First-of-their-kind roles requiring deep business context and creative sourcing strategies

You will set the standard for recruiting excellence within your Division,demonstrating best-in-class sourcing, candidate engagement, assessment rigor, and offer negotiation.

To succeed in this role, you will need to maintain credibility and market intelligence by staying hands-on in the craft of recruiting, ensuring you deeply understand talent availability, compensation trends, and competitive dynamics.

Furthermore, you will align the day-to-day priorities of the centralized production recruiting team aligned to your Division, ensuring their focus is calibrated to the highest-impact hiring needs. You will provide coaching, real-time feedback, and quality assurance to centralized recruiters working on your Division's roles (without formal people management responsibility).

You will also lead the operational rhythm for your Division's production hiring portfolio, including intake meetings, pipeline reviews, and cross-functional coordination with hiring managers, HR, and Finance.

As a key member of the team, you will act as the single escalation point for hiring blockers, process breakdowns, or stakeholder misalignment within your Division.

You will design and lead surge hiring initiatives, high-volume campaigns, or other complex hiring programs specific to your Division's business needs.

In this role, you will partner closely with The Lead Coordinator, for Overall Divisional Production TA to ensure process consistency, share best practices, and contribute to cross-divisional reporting and strategic planning.

You will provide structured input into performance evaluations and development plans for centralized recruiters supporting your Division, ensuring their contributions to divisional outcomes are recognized.

You will build strong relationships with Divisional BizOps, Finance, and Workforce Planning teams to align on headcount allocation, budget, and hiring sequencing.

You will influence hiring manager behaviour and decision-making, serving as a trusted advisor on candidate quality, market realities, and talent strategy trade-offs.

To excel in this role, you will need to be a high-performing recruiting operator who thrives in ambiguity and enjoys owning outcomes. You will be equally comfortable rolling up your sleeves to close a Director-level hire and stepping back to orchestrate a 50+ role hiring sprint.

You will have the business acumen to partner with senior leaders, the programme management discipline to drive complex initiatives, and the recruiting chops to execute at the highest level.

You will see this role as what it is: a strategic springboard,a chance to prove you can own a business-critical function, build scalable systems, and lead through influence before stepping into formal people leadership.