The Director, Talent Acquisition will be the key leadership role in shaping and executing the talent
acquisition strategy for the company. This includes leading a high-performing team, collaborating with
executive leaders to understand hiring needs, and implementing initiatives to enhance the candidate
experience. This leader will champion diversity and inclusion, drive a positive employer brand, and be
instrumental in attracting and hiring top talent. The Talent Acquisition Director is responsible for
overseeing workforce planning, employer branding, recruiting operations, talent analytics, and TA
technology. The director partners with senior leadership to ensure recruiting capabilities directly support
business growth, culture, and long-term organizational goals.
Reporting to the Senior Director of Learning and Talent Development this position will act in an
advisory capacity on hiring solutions, workforce planning, headcount budgeting, and employer
branding to all US Vice Presidents and General Managers, their respective leadership teams, and
the Executive Leadership team. This is a leadership position, leading the Talent Acquisition team, and
in partnership with other HR leaders, creating best in market employee experience.
This position supports our Enterprise, Water, and Air Businesses and is located in Sandy Springs,
Georgia. This position is hybrid, requiring in-office work Monday through Thursday, with work-from-home flexibility on Friday.
- Partner closely with executive leaders to understand their hiring needs and provide strategic
- talent acquisition solutions.
- Advise on talent market trends, competitive landscape, and other factors influencing executive
- hiring decisions.
- Champion a positive and inclusive candidate experience throughout the recruitment process.
- Implement initiatives to enhance employer brand and attract top talent.
- Lead and inspire a high-performing talent acquisition team, providing guidance, mentorship, and
- support.
- Collaborate with regional talent acquisition leaders to ensure a cohesive and consistent approach
- to global talent acquisition.
- Develop and implement a comprehensive global talent acquisition strategy aligned with the
- company's business objectives.
- Partner with executive leadership to understand talent needs and proactively plan for future
- workforce requirements.
- Stay abreast of industry trends and best practices to ensure our talent acquisition strategies
- remain innovative and competitive.
- Oversee the implementation and optimization of the Applicant Tracking System (ATS) to enhance
- efficiency and effectiveness in the recruitment process.
- Collaborate with IT and HR teams to ensure seamless integration and ongoing system
- improvements.
- Utilize data analytics and metrics to track and measure the success of talent acquisition
- initiatives.
- Provide regular reports and insights to leadership on recruitment performance.
- Partner closely with HR Centers of Excellence as well HR Business partners to ensure seamless
- experience for candidates, hiring managers, and business leaders.
- Other duties as assigned.
Key Responsibilities
Talent Acquisition Leadership
- Develop and execute a multi-year, scalable TA strategy aligned to organizational priorities.
- Lead, mentor, and develop a high-performing TA team, including recruitment managers,
- recruiters, and coordinators.
- Create hiring playbooks and scalable recruiting processes supported by Rheem’s competency
- framework.
Workforce Planning & Business Partnership
- Collaborate with executives and HRBPs to forecast talent needs and build proactive pipelines.
- Serve as a strategic advisor to business leaders on market intelligence, hiring trends, and
- competitive insights.
- Align headcount planning with budget, hiring velocity, and workforce priorities.
Recruiting Operations & Process Optimization
- Own full-cycle recruitment operations across sourcing, interviewing, assessment, and offer
- processes.
- Optimize processes for speed, quality, and candidate experience using continuous improvement
- methodologies.
- Implement inclusive hiring practices to a diverse workforce.
Talent Analytics & Reporting
- Define and report KPIs, hiring dashboards, and predictive analytics to senior leadership.
- Use data to drive workforce decisions and optimize funnel performance.
Employer Brand & Talent Marketing
- Lead employer brand strategy, EVP design, and digital talent marketing campaigns.
- Partner with Communications and Marketing to strengthen brand visibility and candidate
- engagement.
Technology, Systems & Vendor Management
- Oversee ORC (Oracle Recruiting Cloud) ATS, CRM, sourcing tools, automation, and AI-driven
- recruiting technology.
- Manage TA vendor relationships and negotiate contracts to optimize costs and results
Key Performance Indicators (KPIs)
Talent Acquisition Performance
- Time to Fill / Time to Hire
- Targets set by role type or department; expected reduction year-over-year.
- Quality of Hire
- Based on new-hire performance after 6–12 months, hiring manager satisfaction, or early turnover
- rate.
- Pipeline Strength - % of critical roles with active, diverse pipelines built in advance of need.
Operational Efficiency
- Offer Acceptance Rate (Goal: ≥ 90% for critical/hard-to-fill roles)
- Recruiter Productivity (hires per recruiter per quarter)
- Process Cycle Time Improvements (measurable reduction in process steps or delays
Candidate & Hiring Manager Experience
- Candidate Experience Score (NPS or satisfaction survey)
- Hiring Manager Satisfaction Score (e.g., quarterly surveys, service SLAs met)
Strategic & Financial Impact
- Cost per Hire (with annual optimization)
- Agency Spend Reduction or third-party dependency decrease
- Retention of New Hires (6- and 12-month retention rate improvements)
Leadership & Team Development
- TA Team Engagement Scores
- Skill Development Completion (e.g., sourcing, analytics, DEI hiring training)
- Internal Promotion Readiness / Bench Strength within TA team
- Bachelor's degree in Human Resources, Business Administration, or related field. Master's
- degree is a plus or a combination of education and experience.
- 10+ years of experience in Talent Acquisition.
- 8+ years in developing Talent Acquisition solutions and strategy, with a high degree of execution.
- 8+ years of experience as a Talent Acquisition leader, ideally in a global setting.
- A proven track record of reducing agency dependency cost and delivering a positive ROI and
- cost savings improvements to the businesses.
- Strong understanding of global talent trends, with the ability to translate them into actionable
- strategies.
- Strong understanding of immigration, background, and global mobility compliance laws.
- Experience leading successful ATS implementations, Oracle preferred.
- Experience with Hiring System technology from a superuser and business user adoption
- standpoint.
- Demonstrated ability to build and maintain strong relationships with executive leaders.
- Excellent communication and interpersonal skills.
- Proven track record of developing and leading high-performing teams.
- Demonstrated ability to work well with others and navigated in a matrix team environment.
As a leader at Rheem, how you achieve results is as important as the results you achieve. While LEADING DEPARTMENTS AND FUNCTIONS, you will be expected to demonstrate the following competencies and behaviors:
- Building Business/Functional Talent
- Building Partnerships
- Coaching
- Compelling Communication
- Creating Influence
- Driving Change
- Driving Execution
- Driving Innovation
- Empowering Others
- Focusing on Customer-First
- Fostering Relationships/ Emotional Intelligence
- Promoting Global Business Growth
- Systematic/Tactical Direction
Equivalent combination of education, experience, and skills may supplement above minimum job requirements.
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At Rheem, we are dedicated to bringing comfort to people’s lives. As a leading global manufacturer of heating, cooling and water heating equipment, we are innovating all-new ways to deliver just the right temperature while saving energy, water and supporting a more sustainable future. It is an exciting challenge that requires a team of talented, passionate people with a diverse set of skills. From engineers to accountants, sales professionals to support experts, Rheem depends on people to power our innovations. Join Rheem, and help shape the future of products that impact lives—every day.
Our Behavior Based Values set us apart:
- Listening to Understand – Open mind, learning from others, accepting feedback, embracing the objective
- Contributing Respectfully - Sharing opinions, valuing ideas, sharing opposing perspectives with respect
- Thinking Creatively – Applying creativity, seeking improvements, understanding from the customers’ lens
- Acting with Responsibility – Owning decisions and actions, acting with integrity, embracing accountability
Rheem is an Equal Opportunity Employer. Rheem encourages all qualified candidates to apply, including those of any race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The job description above has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. Equivalent combination of education, experience, and skills may supplement above minimum job requirements.
For U.S. Based jobs, please note that Rheem is unable to hire candidates to be employed in the following states: Alaska, District of Columbia, Hawaii, Idaho, Mississippi, Montana, New Mexico, North Dakota, or Vermont.
Rheem and its subsidiaries do not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee.
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