Purpose of the Job
The Regional Talent Acquisition Partner - Americas will lead the talent acquisition agenda across the region, partnering closely with business and HR leaders to build the leadership, commercial, operational and specialist capability required to deliver current priorities and future growth.
The role will translate the global talent acquisition strategy into regional execution. It will combine hands-on responsibility for senior and business-critical hiring with proactive talent mapping, direct sourcing, agency optimization, early-career pipeline development, recruitment governance and market intelligence. The role will strengthen internal capability, improve hiring quality and speed, and ensure that talent pipelines are developed ahead of business demand.
Job Description
1. Regional Talent Acquisition Strategy & Business Partnership
· Develop and execute the Americas talent acquisition plan in alignment with the global TA operating model, regional workforce priorities and business growth plans.
· Act as the principal talent acquisition partner to regional HR and business leaders, providing practical advice on talent availability, sourcing strategy, assessment, selection and market conditions.
· Participate in workforce planning discussions to anticipate capability needs, critical vacancies and future market-entry requirements.
· Provide clear talent intelligence and recruitment analytics to support business decisions and prioritize hiring activity across the region.
2. Senior, Strategic & Business-Critical Hiring
· Lead the end-to-end recruitment of senior leadership, strategic and business-critical roles across the Americas.
· Partner with hiring leaders to define success profiles, search strategies, assessment approaches and compelling market propositions.
· Conduct proactive market mapping, direct sourcing and headhunting across leadership, commercial, operations, freight, supply chain and specialist functions.
· Build succession and replacement pipelines for key positions so that credible external talent is identified before vacancies arise.
· Ensure a high-quality and consistent candidate experience, with clear communication and disciplined stakeholder management throughout the process.
3. Direct Sourcing, Talent Pipelines & Growth Enablement
· Build sustainable internal direct-sourcing capability and reduce reliance on transactional external recruitment support.
· Develop talent communities and warm pipelines across North America and priority Latin American markets, aligned with anticipated growth and market expansion.
· Create sourcing models that can support rapid operational and warehouse workforce mobilization when new business is secured.
· Identify and develop talent networks for emerging verticals and capabilities beyond the organization’s traditional logistics talent pools.
· Partner with HR and business leaders on talent upgrades and broader organizational capability-building priorities.
4. Agency & Labor Partner Rationalization
· Review and rationalize recruitment and labor-agency relationships across the Americas.
· Establish a disciplined preferred-supplier approach, ensuring external partners are used selectively where they add clear value.
· Negotiate competitive commercial terms, service expectations and performance measures with approved suppliers.
· Monitor agency quality, speed, cost and delivery, and address underperformance through regular supplier reviews.
· Reduce unnecessary agency dependency and spend while retaining access to specialist search capability where required.
5. University Relations, Internships & Early Careers
· Develop a regional university relations and early-careers strategy aligned with future workforce and capability requirements.
· Build partnerships with relevant universities, colleges, technical institutions and professional bodies across the Americas.
· Design and coordinate structured internship, co-op, graduate and early-career programs that create sustainable entry-level talent pipelines.
6. Recruitment Excellence, Technology & Governance
· Ensure consistent adoption of global recruitment standards, systems, assessment practices and governance requirements across the region.
· Use the applicant tracking system and recruitment technology effectively to maintain accurate data, transparent pipelines and disciplined process execution.
· Leverage AI-enabled sourcing tools, talent intelligence and automation where they improve efficiency and decision quality.
Job Requirements - Experience and Education
Performance Measures
· Time to fill and quality of hire for supported roles.
· Health, readiness and diversity of talent pipelines for critical positions.
· Growth in direct sourcing and reduction in avoidable agency use and cost.
· Candidate and hiring-manager experience.
· Recruitment process and system compliance, including data accuracy and visibility.
· Effectiveness of university, internship, graduate and early-career partnerships.
· Supplier performance against agreed quality, delivery and commercial expectations.
Experience & Qualifications
· Bachelor’s degree in Human Resources, Business Administration or a related discipline. A relevant postgraduate qualification is an advantage.
· Significant talent acquisition experience in a multinational, multi-site or regionally complex organization.
· Demonstrated industry or industrial-sector experience. Background in transportation, logistics, freight forwarding, express, supply chain, warehousing, manufacturing, energy, infrastructure or a comparable operational environment is strongly preferred.
· Proven success recruiting senior leadership, strategic and business-critical talent across multiple functions and markets.
· Hands-on experience in executive search, proactive market mapping, direct sourcing, headhunting and external pipeline development.
· Experience rationalizing recruitment agencies, managing preferred suppliers and negotiating commercial arrangements.
· Experience developing university relations, internship, co-op, graduate or early-career programs.
· Experience supporting business growth, new-market entry, high-volume mobilization or organizational transformation is preferred.
· Comfort using recruitment technology, applicant tracking systems, talent intelligence, analytics and AI-enabled sourcing tools.
· Strong knowledge of the Americas talent landscape and the ability to operate effectively across different markets and stakeholder groups.