Talent Acquisition Lead - North America

About the role

The Talent Acquisition Lead for North America plays a strategic and hands-on role in shaping and executing the talent acquisition strategy for key business portfolios, including R&D & Corporate Functions or Commercial & Operations. This position is crucial for building and maintaining a robust talent pipeline and supporting the growth and success of Corteva Agriscience.

Responsibilities

• Develop and execute a business-aligned talent acquisition strategy, focusing on critical skills, workforce priorities, and long-term talent pipeline health.
• Build sourcing and hiring approaches for complex roles across science, R&D, digital, technical, commercial, manufacturing, and corporate functions, with an understanding of niche and hard-to-find talent markets.
• Personally lead full-cycle hiring processes for select priority, confidential, complex, or high-impact roles, including intake, sourcing strategy, candidate engagement, assessment coordination, offer strategy, and close partnership with hiring leaders through final selection.
• Lead, coach, and develop a high-performing recruiting team that can adapt quickly to changing business priorities, manage ambiguity, and deliver with consistency and accountability.
• Leverage recruiting platforms, analytics, automation, and AI-enabled tools to improve sourcing effectiveness, funnel health, recruiter productivity, hiring quality, and candidate experience.
• Use recruiting metrics, funnel analytics, labor market insights, and operational dashboards to manage priorities, identify risks, improve process performance, and hold the team and business accountable for hiring outcomes.
• Advance skills-based recruiting practices by partnering with leaders to clarify role requirements, identify transferable skills, strengthen assessment approaches, and expand access to diverse talent pools.
• Serve as a trusted advisor to HR Business Partners, senior leaders, and hiring managers by bringing market insights, talent intelligence, and practical solutions to workforce and hiring challenges.
• Develop proactive sourcing strategies for priority talent segments, using external market data, competitive intelligence, and talent mapping to anticipate future needs.
• Support university relations strategies and early-career hiring initiatives by building relationships with priority schools, strengthening internship and entry-level pipelines, and partnering with the business to align campus recruiting efforts to future skill needs.
• Strengthen Corteva’s employer brand through targeted outreach, recruitment marketing, inclusive storytelling, and a consistent, high-quality candidate experience.
• Continuously improve recruiting processes, service delivery, reporting, and governance while ensuring compliance with applicable laws, policies, and responsible use of technology.
• Leverage vendors for strategic talent sourcing needs and solutions such as pre-employment screening and contingent staffing hiring.

Qualifications

• Minimum of 8-10 years of progressive experience in Talent Acquisition, Human Resources, or related talent roles, including experience leading recruiting teams, partnering with senior business leaders, directly managing full-cycle hiring processes for complex or business-critical roles, and supporting university relations or early-career talent programs.
• Strong understanding of how talent acquisition supports business strategy, workforce planning, organizational capability, and critical skills development.
• Demonstrated ability to use recruiting technology, CRM/ATS platforms, sourcing tools, labor market data, analytics dashboards, and emerging AI-enabled recruiting solutions to improve decision-making and outcomes.
• Bachelor’s degree in Human Resources, Business Administration, or a related field required. Advanced degree or professional certifications such as SHRM-SCP, SPHR, or related credentials preferred.
• Experience in agriculture, life sciences, R&D, manufacturing, engineering, technology, or another science-driven industry is strongly preferred.
• Strategic TA leadership, including workforce planning, talent pipeline development, and skills-based hiring.
• Hands-on full-cycle recruiting capability, including intake calibration, sourcing strategy, stakeholder alignment, candidate assessment, offer management, and closing talent.
• Ability to lead through ambiguity, shift priorities quickly, and drive execution in a dynamic business environment.
• Strong knowledge of sourcing strategies for technical, scientific, niche, and business-critical roles.
• Experience supporting university relations, campus recruiting, internships, co-ops, or early-career pipeline programs aligned to future business and skill needs.
• Strong data and analytics capability, including the ability to interpret recruiting metrics, market insights, funnel analytics, conversion rates, and hiring trends to influence decisions and improve execution.
• Experience improving recruiting processes, technology adoption, recruiter productivity, and candidate experience.
• Excellent executive communication, stakeholder management, influencing, and consultative problem-solving skills.
• Commitment to inclusive hiring practices, diverse talent pipelines, and fair, consistent assessment processes.
• Agile, curious, collaborative, data-informed, and results-oriented, with the judgment to balance technology-enabled recruiting with strong human connection and candidate care.