Vice President, Talent Acquisition

Description

The company is expanding worldwide, and its goal of making robotic surgery available to more patients depends on hiring the right people. The VP of Talent Acquisition will bring in that talent and build a TA organization able to operate at a larger scale.

The ideal leader learns the business and its people, builds trust through candid conversations and by keeping commitments, and brings a fresh view of how work gets done. You listen carefully, push back constructively, and help people see why change matters.

You will work alongside executives, Finance and HR to shape the talent decisions that drive growth. The aim is to build on what the team already does well while changing what is needed to simplify hiring, strengthen global capabilities and deliver consistently in every market.

This leader is curious about the business, builds strong relationships across functions and regions, and looks for better ways to attract and hire talent worldwide. You generate ideas, turn them into results and motivate a global team. This is a chance to shape TA's direction during a pivotal stage of the company's growth.

Responsibilities

• Help set talent strategy with the business: involve executives and HR early in planning, turn growth priorities into a multi-year TA strategy, and advise on talent supply, location and hiring trade-offs.
• Link workforce plans to delivery by running a steady planning cycle with Finance, the business and HR that covers hiring priorities, timing, investment and recruiting capacity. You own global hiring results and the TA budget, state commitments clearly and raise gaps early.
• Build a global function by strengthening regional leaders and recruiting skills, especially outside the US. Bring regional teams into designing shared systems that work everywhere, with clear accountability and room for local judgment.
• Challenge hiring steps that add effort without adding value. Introduce technology, automation and new methods where they improve outcomes, and help teams adopt changes that stick.
• Turn hiring data, talent market intelligence and workforce trends into a clear view of what is changing, why it matters and what to do next. Help leaders use these insights in decisions on priorities, investment and risk.
• Grow a strong team by giving leaders and recruiters clear direction, real development and support to become trusted talent advisors. Seek varied views, coach directly, follow through on commitments, and lead change so people understand its purpose and own the result.
• Work as one HR team with HR Business Leaders and Partners and the Centers of Excellence, including Talent Management, Total Rewards, People Analytics, People Services and Inclusion and Diversity, to solve talent problems together. Connect hiring to wider talent goals and share responsibility for an inclusive, effective candidate experience and compliant practice in all markets.

Requirements

• 15+ years of TA leadership, including 10+ years leading people and managing TA leaders across regions.
• Experience running a centralized global function and scaling TA through fast growth. You have built recruiting across APAC, EMEA and the Americas and set up new markets from scratch.
• Track record of hiring well across varied geographies, including local labor markets, regulation, cultural differences in candidate experience, and shared systems that work across regions while leaving room for local judgment. Ideally, you have lived or worked in the regions you recruited for, not only led from headquarters.
• Background recruiting in hardware manufacturing, technology manufacturing or a similarly complex, technical field is desired, with a solid grasp of that talent market, its competition and its specialized hiring needs.
• A record of building an employer brand and candidate experience that attracts top talent and converts candidates in competitive markets.
• Collaborative style with the credibility to advise executives and build strong partnerships with Finance, HR Business Leaders and Partners, and Centers of Excellence.
• Open, transparent leadership that earns trust across cultures. You develop leaders, set clear expectations and accountability, and leave teams stronger than you found them.
• Problem solver who cuts through complexity, balances competing priorities and delivers practical, high-impact solutions. Strong business and HR judgment, and the ability to turn data into a clear story that links insight to priorities, investment and action.
• Proven modernization of TA through technology, automation and simpler processes, with measurable gains in hiring quality, speed and cost.
• Bachelor's degree or equivalent experience.

Conditions

Travel approximately 30% of the time.

Proof of current vaccination against certain diseases, including COVID-19, may be required; details vary by role.

Some roles are subject to US export controls, which can apply to nationals of countries under embargo or sanctions. Information in your application may be used to decide whether an export license (which can take 3 to 6+ months) or a Technology Control Plan (typically adding 2 weeks) is needed.

Any offer for an export-controlled role depends on an approved export license and/or a signed Technology Control Plan before the start date. This may or may not be flexible, and the timeline must not unreasonably delay the hire. Candidates will be told of any steps required.

Qualified applicants with arrest and conviction records will be considered in line with fair chance laws.

Preference goes to qualified candidates who do not live, and do not plan to live, in Alabama, Arkansas, Delaware, Florida, Indiana, Iowa, Louisiana, Maryland, Mississippi, Missouri, Oklahoma, Pennsylvania, South Carolina or Tennessee.

The role may be filled at a different level than listed, depending on business need and the selected candidate's experience, knowledge and skills.

Pay depends mainly on the level at which the role is filled and the candidate's qualifications, in line with applicable law.