• Own Talent Acquisition end to end across the organization, including strategy, delivery, and operational excellence • Translate business needs into clear hiring priorities, pipeline strategies, and hiring plans • Build and operationalize TA OKRs tied to business outcomes, workforce strategy, and team optimization • Lead, mentor, coach, and develop a team of recruiters and coordinators • Set clear expectations across quality of hire, recruiting velocity, hiring manager partnership, and candidate experience • Establish operating rhythms that drive accountability and execution (weekly req reviews, pipeline health checks, priority hiring calibration) • Own and scale R365’s Mexico hiring strategy as a key driver of global capacity and business efficiency • Ensure a consistent hiring bar across geographies through structured interview design, calibration, and competency alignment • Partner cross-functionally with People Ops, People Tech, Legal, Finance, and IT to ensure Mexico hiring operations are scalable and compliant • Build sourcing strategies and talent market insights specific to Mexico and future global expansion regions • Operationalize structured hiring practices across the company, including competency-based evaluation and consistent selection discipline • Implement and continuously improve interview process standards for all roles across the organization • Support talent density outcomes by building stronger hiring decisions, better signal quality, and clear calibration across hiring teams • Utilize AI within Talent Acquisition to improve sourcing, screening, candidate engagement, and recruiting productivity • Mentor hiring managers on how to leverage AI for role definition, interview preparation, and evaluation consistency • Own ATS outcomes while partnering with People Ops and People Tech on system configuration, integrations, and ongoing optimization • Operationalize and integrate recruiting tools and automation to improve speed, consistency, and recruiter productivity • Ensure recruiting data is clean, reliable, and used consistently across the organization • Improve quality, efficiency, and consistency in TA reporting and data usage • Provide regular reporting to senior leadership on TA performance, hiring progress, and TA OKRs • Establish visibility into funnel performance, pipeline health, time to fill, offer acceptance, and hiring outcomes across geographies