Talent Acquisition Leader

Global Industrial

About Global Industrial

Global Industrial Company (NYSE: GIC) is a leading distributor of high-quality, industrial-strength equipment and supplies, serving organizations of all sizes across a wide range of industries. With more than 75 years of experience, customers rely on us for our broad portfolio of national and private brands, trusted service, and strong value proposition.

We help customers keep their operations running by delivering the right products when they need them—because We Can Supply That™.

Why Join Global Industrial

At Global Industrial, we’re One Team committed to delivering value and empowering our associates to grow. Our culture is built on:

• Meritocracy & Pay for Performance – Your impact drives your rewards
• High Say-Do Ratio – We follow through on our commitments
• Career Growth & Internal Mobility – We invest in your future
• Collaboration & Accountability – One team delivering real results

Make an impact. Be recognized. Grow your career with us.

Global Industrial — Delivering Value Starts Here

Role Summary

The Talent Acquisition Leader is responsible for designing and leading Global Industrial’s enterprise‑wide talent acquisition strategy to attract, hire, and retain high‑quality talent across corporate, distribution, sales, technology, and leadership roles. This leader will serve as a strategic partner to the Executive Leadership Team, ensuring hiring strategies align with business growth, modernization, and operational excellence objectives.
This role requires a hands‑on leader who can scale recruiting operations, elevate the employment brand, strengthen early‑career and operational pipelines, and drive accountability through data and process discipline.

Key Responsibilities

Talent Acquisition Strategy & Workforce Planning

• Develop and execute a comprehensive TA strategy aligned with business priorities, growth plans, and workforce needs across North America and global teams.
• Partner with the ELT and senior leaders on workforce planning, succession pipelines, and critical role identification.
  Balance near‑term hiring execution with long‑term talent pipeline development (DCs, sales, IT, leadership)

 Hiring Operations & Execution Excellence

• Lead end‑to‑end recruiting for:
• Distribution & warehouse hourly roles
• Corporate, sales, and functional professionals
• Technology and analytical talent
• Leadership and executive searches
• Ensure consistent, equitable, and compliant hiring practices across all locations.
  Drive improvements in time‑to‑fill, quality‑of‑hire, candidate experience, and hiring manager satisfaction.

 Team Leadership & Capability Building

• Lead, coach, and develop a high‑performing TA team with clear roles, performance expectations, and career paths.
• Establish clear service models and SLAs with HRBPs and business leaders.

                     Build recruiting capabilities in:

• • • Operational / hourly hiring
    • Talent pipelining
    • Interviewing and assessment discipline
    • Market intelligence and advising leaders

 Employer Brand, University & Talent Pipelines

• Strengthen Global Industrial’s employment brand across corporate and operational audiences.
• Own early‑career strategy, including campus, internship, and rotational pipelines where applicable.
• Expand diverse talent pipelines through targeted sourcing, partnerships, and community engagement.

 Recruitment Technology, Data & Governance

• Own TA tools and systems (ATS, sourcing tools, assessments) and continuously improve adoption and effectiveness.
• Establish a metrics‑driven TA operating model, including dashboards and regular reporting on:
  • • Time‑to‑fill
    • Cost‑per‑hire
    • Quality‑of‑hire
    • Diversity outcomes
    • Hiring manager and candidate experience.
• Ensure compliance with employment laws, internal policies, and audit requirements.
• Vendor & Budget Management
• Manage external recruiting partners, agencies, and vendors, including fee negotiation and performance accountability.
• Own the TA budget and ensure cost‑effective hiring outcomes.

Competencies and skills

• Bachelor’s degree in Human Resources, Business, or related field (Master’s preferred).
  12–15+ years of progressive Talent Acquisition experience, including 5+ years leading TA teams.
• Experience supporting distribution, supply chain, sales, and/or industrial environments.
• Proven success scaling hiring across multiple locations and role types.
• Strong executive presence and ability to influence senior leaders.
• Data‑driven mindset with experience using metrics to drive change.

Preferred

• Experience in a multi‑site, labor‑intensive, or transformation environment.
• Exposure to global or offshore talent models.
• Experience improving recruiting operations during periods of growth, modernization, or labor market tightness.

 Critical Leadership Competencies

• Strategic thinking with strong execution bias
• Business partnership and influencing skills
• Operational discipline and process rigor
• People leadership and talent development
• Change leadership and continuous improvement mindset

 Success Measures (First 12–18 Months)

• Improved time‑to‑fill and pipeline health across critical roles
• Increased hiring manager confidence and satisfaction
• Clear TA operating rhythm with transparent metrics
• Stronger bench for leadership, IT, and DC talent
• Elevated employment brand in competitive talent markets

EEO/AA Statement

Global Industrial provides equal employment opportunities to all employee and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absences, compensation and training.