Head of Global Talent Acquisition

Join IGT as the Head of Global Talent Acquisition, leading a team to transform talent acquisition strategies and processes in the gaming industry. IGT, where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences—powered by world‑class content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership. Whether it’s spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and long‑term value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to customers we serve. If you’re ready to bring your talent to a team shaping the future of entertainment, your next big move starts here - www.igt.com.

• •Lead a comprehensive transformation of the global talent acquisition function, including the design and buildout of new regional hiring hubs to optimize cost-per-hire at scale.
• •Reimagine end-to-end recruitment processes and drive the adoption of modern TA systems and tools, replacing legacy approaches with scalable, data-driven infrastructure.
• •Reset the company’s positioning, including co-leadership of the rollout of a new Employee Value Proposition that is lived by active employees and experienced by candidates.
• •Attract and hire a new caliber of talent aligned with the company’s new direction, partnering closely with senior leadership to define future-state workforce priorities.

• •Build, lead, and develop a high-performing global TA team across multiple regions and time zones, including managers, recruiters, and operations specialists.
• •Establish clear team structures, roles, and performance expectations, ensuring consistency in quality, delivery and candidate experience.
• •Coach and upskill the team through the transformation, fostering a culture of accountability, agility, and continuous growth.

• •Define and own global TA metrics and KPIs—including time-to-fill, quality of hire, source effectiveness, cost-per-hire, and offer acceptance rates.
• •Present insights regularly to the Chief People & Culture Officer and senior leadership, with plans to further optimize Talent Acquisition.
• •Leverage workforce analytics and market intelligence to inform hiring strategies, headcount planning, and proactive talent pipelining.
• •Drive process standardization and operational rigor across all markets, ensuring compliance with local labor laws and global consistency in practice.

• •Personally lead a portfolio of executive-level requisitions, serving as a hands-on recruiter for the company’s most critical and sensitive hires.
• •Manage relationships with retained and contingency executive search firms—setting briefs, holding partners accountable to timelines and quality, and ensuring a seamless candidate experience at the senior level.
• •Serve as the internal expert on executive talent markets, bringing forward-looking intelligence on leadership talent availability, compensation trends, and competitive positioning.

• •Contribute to enterprise-wide people strategy beyond the TA function and collaborate closely with People & Culture Business Partners, Total Rewards, Talent Management, and People Operations.
• •Act as a trusted advisor to executive stakeholders across the business—balancing strong ownership and operation of the TA function with a genuine service orientation and the flexibility to adapt priorities to evolving business needs.
• •Build credibility and influence across the organization by combining strategic perspective with visible, hands-on engagement in the work.

• •Strategic yet hands-on — Thinks at the enterprise level while staying personally engaged in the work; equally comfortable in a leadership team meeting and a candidate conversation.
• •Transformation mindset — Comfortable operating as both architect and executor; able to envision the future state while driving it forward with urgency and discipline.
• •Technology fluency — Experienced in AI – or at least excited to learn; uses metrics not just to report, but to diagnose, decide, and drive continuous improvement.
• •Executive presence — Earns trust at the C-suite level; communicates with clarity, confidence, and strategic framing.
• •Collaborative leader — A true People & Culture team player who contributes beyond their own function, brings others along, and builds strong relationships across the business.
• •Service orientation — Owns their domain with confidence while staying genuinely responsive to the needs of the business; has a point of view but ready to implement leadership decisions; adapts without losing strategic direction.
• •Team builder — Develops talent around them; creates clarity, psychological safety, and high standards in equal measure.
• •Global acumen — Understands the nuances of hiring across cultures, markets, and regulatory environments.
• •Change leadership — Brings people along through ambiguity; energizes rather than unsettles during periods of significant change.

#### Education:

• •Bachelor’s degree required; an advanced degree (MBA or equivalent) strongly preferred.

#### Experience:

• •15+ years of progressive talent acquisition experience, with a significant portion at global enterprise scale (4,000+ employees, multi-country operations).
• •Demonstrated success leading large, distributed TA teams through organizational or functional transformation.
• •Proven experience designing or standing up regional recruiting hubs or centers of excellence.
• •Track record of modernizing TA systems, processes, and operating models in complex environments.
• •Hands-on experience personally executing executive-level searches, both independently and in partnership with external search firms.
• •Experience hiring across diverse functions and geographies, with a strong command of international labor markets.