Head of Talent Management

Required Skills & Experience 10+ years of talent acquisition experience, with at least 5 years in IT services, technology consulting,Experience at a named IT services or consulting firm (Cognizant, Infosys, Wipro, Capgemini, Accenture, EPAM, or equivalent) you have hired at volume in a competitive, skills-specific marketDemonstrated experience leading TA across India and at least one additional geography; you have built or restructured an India TA team and you know the marketTrack record of designing or significantly rebuilding a TA function operating model, technology stack, team, and vendor relationshipsHands-on experience implementing AI and automation tools in the TA lifecycle, not just familiarity with them you have deployed solutions, measured outcomes, and iteratedExperience owning or meaningfully contributing to RPO evaluation, vendor selection, or outsourcing model designBackground managing relationships with ATS vendors, sourcing platforms, and staffing partners at scale Nice to Have Skills & Experience Coaching certification or formal background in leadership development is a meaningful plus Job Description You will own end-to-end talent acquisition for a 7,000+ person AI and technology consulting firm operating across North America, India, and Latin America with direct accountability for the India TA operation as a player-coach in the near term. The mandate is clear: get ahead of the change in TA, build the function that reflects where the discipline is going, and deliver the talent . You will be accountable to the CHRO for outcomes not activity. What You'll Own Function Transformation Lead the full redesign of Perficient's global TA operating model org structure, process, technology stack, and vendor strategyBuild and manage relationships with RPO providers, staffing partners, and ATS vendors; own the evaluation, selection, and governance of all external TA partnershipsDefine and implement a global sourcing strategy that covers technology consulting talent across the U.S., India, and LATAM marketsEstablish TA metrics, SLAs, and reporting cadences that give the business real visibility into pipeline health, time-to-fill, quality of hire, and cost per hire India TA Leadership Directly lead and build the India TA team hiring, onboarding, and developing recruiters and sourcers in-marketOwn India-specific sourcing strategy, campus partnerships, and employer brand positioning in a highly competitive IT services talent marketSet hiring targets in partnership with India delivery and operations leadership; hold the team accountable to them AI & Automation Architect and deploy AI-enabled workflows across the full TA lifecycle sourcing, screening, scheduling, pipeline management, and reportingEvaluate and implement tools that meaningfully reduce time-to-slate and improve recruiter capacity without sacrificing candidate experienceStay current on emerging TA technology and bring informed recommendations to the CHRO on where to invest Strategic Hiring Pipeline Partner directly with Practice leads to build forward-looking, skills-based hiring pipelines not reactive requisition management, but proactive talent mapping tied to pipeline, backlog, and growth targetsTranslate practice-level capability roadmaps into sourcing strategies with defined timelines, channels, and target profilesEstablish regular cadences with Practice leads to review pipeline health, prioritize open roles against revenue impact, and surface market intelligence on talent availability and competitionBuild and maintain talent communities for high-demand skill areas cloud, data, AI/ML, Salesforce, digital experience so the bench is being cultivated before the requisition opens Workforce Management Partnership Work closely with the Workforce Management function to align hiring plans with utilization targets, bench management, and skills gap analysis TA and WFM operate as a connected system, not independent queuesUse WFM data (bench visibility, project pipeline, role demand forecasts) to sequence and prioritize hiring activity in real timeCollaborate on internal mobility and redeployment strategies before opening external searches TA is a last resort, not a first callBuild shared reporting that gives Practice leads, WFM, and CHRO a unified view of supply, demand, and time-to-fill against business commitments Executive Partnership Serve as the CHRO's primary TA advisor translating workforce demand signals into actionable hiring plansPartner with business unit leaders and practice heads to understand capability gaps and translate them into talent strategiesRepresent TA at the SLT level; communicate progress, risk, and resource needs with clarity and confidence .