Head, Executive Talent Acquisition

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About The Role

This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy and practices that will define how we identify, attract, and develop senior talent for the long term. Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.

Responsibilities

• Executive Search and Full-Cycle Recruitment
  • Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT, and our senior HR leaders.
  • Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
  • Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
  • Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
  • Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
  • Manage candidate experience at the executive level with the care and discretion the audience expects.
• Collaboration & Stakeholder Partnership
  • Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
  • Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
  • Represent Trane Technologies externally as a brand ambassador in the executive talent market.
• COE Development & Internal Mobility
  • Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
  • Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
  • Cultivate and lead agency and partner relationships to understand the market and build pipelines.
  • Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
  • Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
  • Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.

Requirements

• 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
• Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
• Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
• Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
• Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
• Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
• Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
• Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.

Who Thrives Here

This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader. You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.

Schedule

Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.

Pay

The salary range posted below is the base salary range. This position also includes an incentive plan, with an overall total direct compensation range of $250,000 - $325,000.

• Annual Base Salary Range: $174,515 - $217,200
• Compensation Type: Salary
• Incentive Eligible: Yes
• Sales Commission Eligible: No

We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation.

Benefits

• Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives.
• Family building benefits including fertility coverage and adoption/surrogacy assistance.
• 401K match up to 6%, plus an additional 2% core contribution (total up to 8% company contribution).
• Paid time off includes 15 vacation days, 9 paid holidays, 3 floating holidays, sick leave, and additional options to support volunteer and parental leave.
• Educational and training opportunities through company programs along with tuition assistance and student debt support.

Benefit offerings may vary depending on Collective Bargaining Agreements and local/state regulations.

This is not a Safety Sensitive role.