Talent Acquisition Leader

Clorox is the place that’s committed to growth – for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities, and teammates. Join our team. #CloroxIsThePlace Your role at Clorox: As the Talent Acquisition Leader, you will lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical hiring that supports Clorox’s transformation priorities and long-term success. You will provide leadership and direction across this critical portfolio, personally leading select searches while ensuring strong outcomes more broadly. Working closely with senior business leaders and HR partners, you will translate business priorities, workforce and talent plans, future capability needs, and market realities into recruiting strategies, talent maps, and proactive pipelines for the roles most critical to Clorox’s future. You will serve as a trusted advisor to C-suite executives and senior leaders, bringing strong business acumen, talent judgment, assessment expertise, and external market intelligence to improve hiring outcomes and strengthen critical capabilities across the organization. You will also play a key role in building a more proactive, strategic, and insight-driven Talent Acquisition function by strengthening sourcing and talent intelligence capabilities, advancing data-driven decision-making, improving hiring outcomes for priority roles, and elevating recruiter and sourcer capabilities across the team. This role reports to the Global Talent Acquisition & Mobility Sr. Director. In this role, you will: Lead Executive & Business-Critical Searches

• Lead the team responsible for executive, commercial (Sales and Marketing), and other business-critical searches from strategy through close.
• Provide leadership and direction for high-impact, confidential, and critical searches, personally leading select searches where appropriate.
• Determine the optimal search strategy by leveraging internal recruiting resources, sourcing teams, and external search partners.
• Create a high-touch, transparent, and thoughtful experience for candidates and hiring leaders.
• Strengthen search outcomes through clear measures of pipeline strength, slate quality, candidate experience, assessment rigor, inclusive slate development, quality of hire, and recruiting effectiveness. Partner Strategically with Business Leaders
• Serve as a senior Talent Acquisition partner for priority business areas, including Sales, Marketing, and other business-critical areas.
• Translate business priorities, talent plans, future capability needs, succession considerations, and market realities into recruiting strategies, talent maps, and proactive pipelines.
• Partner with HR and business leaders to define success profiles, prioritize critical capabilities, identify talent risks early, and make more informed hiring decisions.
• Advise leaders with candid, evidence-based recommendations on talent-market realities, hiring trade-offs, competitive dynamics, urgency, quality of hire, and opportunities to strengthen pipelines. Build Sourcing & Talent Intelligence Capability
• Build and strengthen proactive sourcing, market mapping, and talent intelligence capabilities across the Talent Acquisition function.
• Turn market data, competitor movement, external trends, workforce shifts, and future skills needs into clear talent insights and actionable recommendations that improve hiring decisions.
• Build long-term relationships with high-caliber passive talent and relevant external networks.
• Establish scalable practices, tools, and standards for sourcing and talent intelligence. Advance Talent Acquisition Capability & Transformation
• Help evolve Talent Acquisition into a more proactive, strategic, and insight-driven function.
• Strengthen recruiter and sourcer capabilities in talent intelligence, talent advisory, assessment, and business partnership.
• Advance the use of data, market intelligence, technology, and AI to improve productivity, decision quality, and hiring outcomes.
• Identify opportunities to simplify work, improve effectiveness, and increase Talent Acquisition's impact on business results.
• Lead, coach, and develop a Talent Acquisition team while raising standards in sourcing, talent intelligence, assessment, data, AI adoption, and business partnership. What we look for:
• 10+ years of progressive Talent Acquisition experience, including specific experience in executive search, strategic recruiting, sourcing, and talent intelligence in a complex organization.
• 5+ years of experience leading and developing recruiting, sourcing, and/or talent intelligence teams.
• Bachelor’s degree in business, organizational development, human resources or a related field preferred; equivalent experience considered.
• Executive recruiting or strategic TA experience in global or multinational organizations.
• Experience using talent intelligence platforms, analytics, AI, or recruiting technology to improve productivity, research, decision-making, or hiring outcomes.
• Experience in both corporate Talent Acquisition and retained executive search environments.
• Experience working across countries and cultures, with the ability to navigate international talent markets.
• Demonstrated success leading executive and business-critical searches, including difficult-to-fill and growth-oriented roles.
• Experience supporting Sales and Marketing functions.
• Demonstrated ability to influence senior business leaders and HR partners through data-driven talent recommendations and market insights.
• Deep expertise in strategic sourcing, talent intelligence, passive-candidate engagement, market research, and capability building, including market mapping, external pipeline development, and translating insights into actionable talent recommendations.
• Proven success leading transformation and change management initiatives and designing and implementing material improvements to talent acquisition capabilities, processes, technology, or ways of working.
• Strong business acumen and talent judgment, with the ability to connect business needs to talent strategies and pipelines.
• Experience using recruiting data, market trends, benchmarking, and talent insights to improve hiring decisions and outcomes.
• Bachelor’s degree or equivalent combination of education and relevant professional experience. Workplace type: Hybrid - 3 day in the office, 2 days WFH Our values-based culture connects to our purpose and empowers people to be their best, professionally and personally. We serve a diverse consumer base which is why we believe teams that reflect our consumers bring fresh perspectives, drive innovation, and help us stay attuned to the world around us. That’s why we foster an inclusive culture where every person can feel respected, valued, and fully able to participate, and ultimately able to thrive. Learn more. [U.S.]Additional Information: At Clorox, we champion people to be well and thrive, starting with our own people. To help make this possible, we offer comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates’ unique needs. This includes robust health plans, a market-leading 401(k) program with a company match, flexible time off benefits (including half-day summer Fridays depending on location), inclusive fertility/adoption benefits, and more. We are committed to fair and equitable pay and are transparent with current and future teammates about our full salary ranges. We use broad salary ranges that reflect the competitive market for similar jobs, provide sufficient opportunity for growth as you gain experience and expand responsibilities, while also allowing for differentiation based on performance. Based on the breadth of our ranges, most new hires will start at Clorox in the first half of the applicable range. Your starting pay will depend on job-related factors, including relevant skills, knowledge, experience and location. The applicable salary range for every role in the U.S. is based on your work location and is aligned to one of three zones according to the cost of labor in your area. –Zone A: $157,600 - $316,700 –Zone B: $144,400 - $290,300 –Zone C: $131,300 - $263,900 All ranges are subject to change in the future. Your recruiter can share more about the specific salary range for your location during the hiring process. This job is also eligible for participation in Clorox’s incentive plans, subject to the terms of the applicable plan documents and policies. Please apply directly to our job postings and do not submit your resume to any person via text message. Clorox does not conduct text-based interviews and encourages you to be cautious of anyone posing as a Clorox recruiter via unsolicited texts during these uncertain times. To all recruitment agencies: Clorox (and its brand families) does not accept agency resumes. Please do not forward resumes to Clorox employees, including any members of our leadership team. Clorox is not responsible for any fees related to unsolicited resumes.