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The Global Talent Acquisition Operations Leader is a strategic leadership role responsible for architecting and running the operational backbone of the enterprise's global Talent Acquisition function. This role owns the end-to-end recruiting technology and tools ecosystem, the full vendor management portfolio (contingent labor, background checks, pre-boarding, drug screening, recruitment marketing, and I-9/employment verification), and US early

careers strategy, including campus recruiting. The role also ensures consistent, scalable, and compliant recruiting processes across all populations - plant/hourly, salaried, and executive -and across all geographies in which the company operates. This is a strategic, enterprise-wide role that shapes how the organization sources, attracts,

and onboards talent globally, while driving operational excellence, vendor accountability, and technology enablement across the entire talent acquisition lifecycle.

Reports to: Director of Global Talent Acquisition

Span of Control:   5 Direct Reports - Early Career Recruiting Lead, TA Coordinators (2), TA Analyst (Contractor), TA Operations Lead

Location: Toledo, OH

Enterprise Talent Acquisition Technology & Tools

• Own the global TA technology stack strategy, including ATS, CRM, sourcing platforms, assessment tools, and interview scheduling technology.
• Partner with the HRIS team to define the roadmap for system enhancements, integrations, and automation to improve efficiency, candidate experience, and data quality.
• Partner with HRIS/IT to ensure systems scale globally and support all business units and geographies.
• Establish global standards for TA data, reporting, and analytics to drive decision making.

Vendor Management (Enterprise-Wide)

• Serve as the enterprise owner for all TA-related vendor relationships, including: Contingent labor / staffing vendor, Background check providers, Pre-boarding vendors, Drug screening providers, Recruitment marketing/advertising agencies, I-9 / employment eligibility verification vendors
• Lead vendor selection, contract negotiation, performance management, and governance (SLAs, KPIs, QBRs).
• Drive cost optimization, risk mitigation, and compliance across all third-party TA partners globally.

End-to-End Talent Acquisition Process Ownership

• Design and standardize the global end-to-end recruiting process across all talent segments: hourly/plant, salaried, and executive.
• Ensure process consistency, compliance, and scalability while allowing for regional/local nuance where legally or culturally required.
• Partner with regional TA leaders to ensure global process adoption and continuous improvement.
• Monitor and report on recruiting process efficiency (time-to-fill, cost-per-hire, quality of hire, candidate experience, funnel conversion) across all populations.

Enterprise Early Careers Leadership

• Own and lead the US Early Careers strategy, including internships, co-ops, and new graduate programs.
• Identify and prioritize target schools and institutions aligned to enterprise talent needs.
• Design and execute the on-campus recruiting strategy, including campus events, brand presence, and university partnerships.
• Build early careers programs to develop pipelines that feed enterprise leadership development programs.

Strategic & People Leadership

• Serve as a key strategic partner to the Global Director of Talent Acquisition, translating enterprise talent acquisition strategy into scalable operational execution.
• Lead, coach, and develop a team of five direct reports overseeing technology/tools, vendor management, TA process/operations, and early careers.
• Build organizational capability and bench strength across the TA operations team.
• Represent TA operations in cross-functional forums (HR leadership, Procurement, Legal,

IT, Finance) to align strategy, budget, and compliance.

MINIMUM QUALIFICATIONS:

• 7-10 years of broad human resources leadership experience across multiple HR disciplines, with a strong focus on process excellence, operational efficiency, continuous improvement, and scalable enterprise solutions.
• Demonstrated experience managing enterprise-level vendor relationships and contracts (staffing, background checks, screening, recruitment marketing).
• Experience building and scaling early careers/campus recruiting programs.

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About Owens Corning  

Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages - including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position - to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). For more information, visit www.owenscorning.com. 

Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.