• Partner with senior leaders across the Spa and Corporate enterprise to align talent acquisition strategy with business and growth objectives. • Translate workforce plans into actionable hiring strategies across regions and functions. • Act as a trusted advisor to leadership on talent market dynamics, hiring risks, and capability needs. • In partnership with the HR leader, design and deploy a recruitment operating model, including governance, service delivery, and regional execution. • Build standardized end-to-end recruitment processes (intake, sourcing, selection, offers and onboarding handoff). • Establish consistent hiring standards, interview frameworks, and candidate experience guidelines. • Define and manage vendor strategy and relationships. • Build, lead, and develop a global or regionally distributed TA team (internal recruiters and partners). • Establish clear roles, performance expectations, and development plans for TA resources. • Coach recruiters and hiring managers on best-in-class recruiting practices and market insights. • Ensure recruiting practices comply with local labor laws and employment regulations. • Establish clear hiring governance, approval workflows, and documentation standards. • Continuously refine processes to improve speed, quality, and scalability. • Partner with HR on the selection, implementation, and optimization of recruitment technology (ATS, CRM, assessment tools). • Ensure integration of recruiting systems with HRIS and onboarding platforms. • Build robust reporting and dashboards to track hiring metrics, pipeline health, diversity, time-to-fill, and cost-to-hire. • Use data and insights to continuously improve recruiting effectiveness and efficiency. • Partner with Marketing and stakeholders to strengthen the employer brand across all markets. • Design and deploy consistent candidate experience standards aligned with company values. • Improve offer acceptance, hiring manager satisfaction, and quality of hire.