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Job Description:

Position Summary: The Head of Talent Acquisition leads the NA Talent Acquisition Center of Excellence overseeing sourcing, recruitment and onboarding. This position involves developing and overseeing a team responsible for implementing talent acquisition strategies that enhance Airbus’ employer brand and align with the company’s growth objectives. By collaborating with internal stakeholders, HR business partners and the Airbus group Talent Acquisition (Employment) COE, the role will design and deliver an effective talent strategy in line with the overall organization strategy to source and attract talent of the highest caliber. Additionally, this role is responsible for leading a team of recruitment professionals that oversee regional end-to-end attraction, selection and hiring practices as well as onboarding activities. The scope of this role covers the US and Canada.

This role is open to work from any Airbus facility in North America.

Primary Responsibilities:

Design and deliver an effective talent strategy: 50%

• Design comprehensive strategies for talent acquisition that are in line with the Airbus group Talent Acquisition (Employment) COE strategy.

• Collaborate closely with the NA head of Workforce Development, other HR COEs and HRBPs to deliver a strategic workforce and talent plan that will support recruitment, onboarding and retention.

• Collaborate with HRBPs to understand and forecast their specific talent needs and align with the recruitment strategy accordingly.

• Allocate Talent Acquisition budget, determine make-or-buy strategies and manage external vendors.

• Partner with Digital COE to ensure CRM, Talent Acquisition and Onboarding tools are fully optimized and leveraged.

• Engage with industry best practice forums and industry benchmarking activities with regards to Talent Acquisition topics in the region.

Implement and Improve HR programs, processes, and systems: 35%

• Design, refine and monitor recruitment processes continuously to ensure that they are effective and candidate centric.

• Establish and implement best practices to improve the efficiency of talent acquisition workflows.

• Seek and implement feedback at regular intervals from new hires, hiring managers, and HRBPs to ensure that the recruitment process remains competitive and effective.

• Establish and track key recruitment metrics to measure all recruiters and coordinators against to ensure a quality experience for the candidates at all stages of the recruitment process; act based on insights gained from metrics.

• Design and evaluate ongoing strategies for onboarding new employees and lead the implementation of a region wide Onboarding program to ensure success from hire through the first six months of employment; develop a regional network of employment ambassadors to share their experience with Airbus.

• Foster a culture of collaboration and excellence by leading and mentoring a high-performing team of recruiters, coordinators, and other talent acquisition professionals.

• Collaborate closely with the Change Management & Cultural Evolution department to champion DEI initiatives, ensuring that the workforce reflects our global customer base and is inclusive of all backgrounds and perspectives. Embed Airbus’ DEI focus in talent acquisition programs and policies.

Employer Branding: 15 %

• Build strategic connections with industry professionals and educational institutions for the purpose of identifying and attracting top talent that is of interest to Airbus NA.

• Proactively seek out, foster, and maintain relationships with potential candidates to sustain a talent pipeline for key positions.

• Collaborate with the marketing and communications teams to create and promote the Airbus’ employer brand. Position Airbus as an employer of choice within the aerospace sector, both locally and globally.

• Keep up to date with the current trends and latest tools in recruitment technology. Leverage tools such as applicant tracking systems (ATS) and AI-driven solutions, to ensure that the Talent Acquisition process is efficient and effective. Recommend technology enhancements when appropriate.

• Ensure that all hiring and onboarding practices are in line with the relevant employment laws and regulations, including equal employment opportunity (EEO) and affirmative action.

• Keep up to date on changes to regional compliance requirements.

Additional Responsibilities:

Other Duties as Assigned:

• Update job knowledge by participating in relevant conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in HR related professional organizations.

• Mentor others in the Airbus way of leading and working.

• Support other initiatives as assigned.

Experience / Skills / Training:

Education:

• Bachelor’s degree in human resources, Business Administration, or a related field.

• Advanced degree (MS, MBA) is a plus, but not required.

Experience:

• At least 10 years of experience in Talent Acquisition.

• At least 5 years of experience leading complex teams in a similar role is required.

• Past success in the Aerospace & Defense industry or another manufacturing environment is preferred.

• Experience working in a regional or international organization is preferred.

Licensure/Certifications:

• SHRM or PHR Certification is preferred.

• Additional Talent Acquisition, PMP, or other certifications are a plus.

Knowledge, Skills, Demonstrated Capabilities:

• Knowledge of U.S. Employment & Labor laws is required.

• Knowledge of the regional labor market is required.

• Knowledge of the Aerospace industry is preferred.

• Demonstrated ability to perform and deliver results in a fast-paced and dynamic environment.

• Demonstrated ability to create an inclusive and performance driven team environment.

• Demonstrated stakeholder management skills, including negotiation and matrix management coordination.

• Demonstrated success implementing large scale programs / projects.

• Strong leadership, organizational and project management skills with ability to multitask and prioritize workload is required.

• Demonstrated ability to foster relationships and engage with internal and external stakeholders, including vendors, subsidiaries and international colleagues; must work well in a team environment and have the ability to create alignment and influence others in a matrix environment.

• Strong customer service orientation and excellent interpersonal and listening skills

• Decisive with a strategic focus as well as an operational, detail oriented and compliance focussed perspective

• High degree of integrity, sincerity, confidence and self-awareness that appreciates, understands and effectively negotiates within and across other cultures

• Strong leadership, negotiation and facilitation skills, experienced in resolving conflicts

• Comfortable with ambiguity, adept at change management, and capable of working in cross-functional teams

• Customer focused, passionate about the employee experience and with a strong business acumen.

• Excellent team leader who can attract talent, build high performing teams and who drives results in an inclusive and performance driven team environment.

• Result-oriented and demonstrated ability to deliver outcomes in a fast-paced and dynamic environment.

Communication Skills (Spoken, Written, Influencing, Proficiency in Other Languages):

• Fluency in written and spoken English is required.

• Excellent communication and presentation skills are required.

Technical Systems Proficiency:

• Google Suite of productivity tools.

• Proficiency with MS Office, Applicant Tracking and HRIS systems.

Travel Required:

• Up to 30%, both domestic and international.

Decision Making, Complexity

• Final decision point for regional Talent Acquisition matters with legal implications for the company under U.S. and Canadian employment law.

• Compliance-related decisions have a high degree of exposure to government-imposed fines and sanctions, particularly related to the EASA, FAA, Transport Canada, OSHA, DOL, and NLRA.

• Decisions must be taken with a high degree of coordination with regional and enterprise level stakeholders, requiring advanced stakeholder-management and negotiation skills.

Organizational Information:

Direct Reports: 4 Direct reports + subordinate organizations

Job Dimensions, Contributions to Success:

• Responsible for an operational budget of $3 Million.

• Directly Responsible for a team of 20+ employees.

• Responsible for meeting recruitment targets

Nature of Contacts:

Heavy Relationship Management based interactions, requiring influential and negotiation skills on a routine basis with internal and external parties.

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company’s success, reputation and sustainable growth.

Company:

Airbus Americas, Inc.

Employment Type:

Permanent

Experience Level:

Professional

Remote Type:

Flexible

Job Family:

Leadership Airbus provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. In addition to federal law requirements, Airbus complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, demotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits and training. Airbus expressly prohibits any form of workplace harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics, pregnancy, marital status, veteran status or other legally protected status. As a matter of policy, Airbus does not sponsor visas for US positions unless specified. Only applicants with current work authorization will be considered. Airbus does not offer tenured or guaranteed employment. Employment with Airbus is at will, meaning either the company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice. Airbus reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment.

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Airbus is committed to achieving workforce diversity and creating an inclusive working environment. We welcome all applications irrespective of social and cultural background, age, gender, disability, sexual orientation or religious belief.

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