Job Description

is at the forefront of technology innovation, delivering breakthroughs and trusted insights in electronic design, simulation, prototyping, test, manufacturing, and optimization. Our ~15,000 employees create world-class solutions in communications, 5G, automotive, energy, quantum, aerospace, defense, and semiconductor markets for customers in over 100 countries. Learn more 

Our culture embraces a bold vision of where technology can take us and a passion for tackling challenging problems with industry-first solutions. We believe that when people feel a sense of belonging, they can be more creative, innovative, and thrive at all points in their careers.

Role Overview

The Senior Director, Global Talent Acquisition, Intelligence & Workforce Strategy is responsible for shaping and executing a comprehensive, future-focused talent strategy that integrates talent acquisition, talent intelligence, strategic workforce planning, and succession planning.

This leader will balance long-term strategic insight with operational excellence—leveraging external market intelligence, internal workforce data, and advanced analytics to ensure the organization has the right talent, in the right roles, in the right locations, at the right time. The role will serve as a critical advisor to senior leadership, translating business strategy into actionable workforce plans while leading a high-performing global talent acquisition function.

This position plays a pivotal role in building a data-driven, agile, and future-ready workforce by aligning talent strategies with innovation cycles, product roadmaps, and evolving global market dynamics.

Strategic Talent Intelligence & Workforce Planning

• Develop and execute an integrated global talent
• intelligence and workforce planning strategy aligned with business priorities and future capability needs.
• Design and implement scalable workforce planning frameworks, tools, and governance models across business units and regions.
• In partnership with Business HR leaders, drive enterprise-wide workforce planning processes, including long-range (3–5 year) forecasting of skills, capacity, and organizational capabilities.
• Identify emerging skill requirements, talent risks, and workforce gaps, and translate insights into actionable hiring, build, buy, borrow, and automate strategies.
• Conduct competitive talent analysis, including market availability, talent flows, location strategy, and competitor hiring trends.

Succession Planning & Talent Pipeline Strategy

• Design enterprise succession planning programs for critical technical, leadership, and business roles.
• Partner with HR, business leaders, and learning teams to build robust internal talent pipelines and readiness strategies.
• Leverage talent intelligence and analytics to assess bench strength, succession risk, and leadership continuity.
• Collaborate with external partners on talent assessment and readiness initiatives.
• Integrate succession planning with workforce planning, internal mobility, learning & development, and external hiring strategies.

Talent Acquisition Leadership & Operational Excellence

• Lead global talent acquisition operations, ensuring seamless, efficient, and high-quality recruiting delivery across all regions.
• Drive continuous improvement in hiring processes, cycle times, quality of hire, and stakeholder satisfaction.
• Assess and optimize global TA operating models, structures, and capabilities to improve scalability and productivity.
• Oversee key programs including university relations, early careers hiring, and contingent workforce strategy.

Workforce Analytics, AI & Market Sensing

• Lead workforce analytics initiatives combining internal HR data with external labor market intelligence.
• Deploy AI, automation, and predictive analytics to forecast talent demand/supply, assess talent risk, and enhance decision-making.
• Build and deliver dashboards, forecasting tools, and data models that guide strategic workforce and hiring decisions.
• Translate complex data into clear, compelling insights for executive stakeholders.

Executive Advisory & Data Storytelling

• Serve as a trusted advisor to the C-suite, HRBPs, and business leaders on workforce strategy, talent risks, and market dynamics.
• Provide insights that influence investment decisions, location strategies, and organizational design.
• Drive adoption of data-driven decision-making across talent and business functions.

Employer Brand & Talent Attraction

• Shape and communicate a compelling global employer value proposition (EVP).
• Partner with Marketing and Communications to strengthen employer brand presence in key talent markets.
• Build and nurture segmented talent communities aligned to strategic workforce needs.
• Ensure strong visibility in critical talent ecosystems through partnerships, events, and academic collaborations.

Leadership & Capability Building

• Lead, coach, and develop a high-performing global team across talent acquisition and talent intelligence.
• Build organizational capability in workforce planning, analytics, and data storytelling.
• Foster a culture of innovation, accountability, and continuous improvement.

Measures of Success

Strategic Outcomes

• Alignment of talent and workforce strategies with business growth, innovation, and product roadmaps.
• Effective workforce plans that anticipate and address future skill and capacity needs.
• Strong succession pipelines for critical roles with measurable improvements in bench strength.
• Proactive insights into market trends influencing hiring, location, and workforce strategies.
• Increased adoption of analytics and dashboards in executive decision-making.

Execution Outcomes

• Reduced time-to-fill for critical and strategic roles.
• Improved quality of hire, retention, and new hire performance.
• High hiring manager and stakeholder satisfaction.
• Strong candidate experience and employer brand perception.
• Operational efficiency and consistency across global recruiting delivery.

Talent & Pipeline Health

• Strength and readiness of internal and external talent pipelines.
• Measurable progress in closing critical skill gaps.
• Effectiveness of talent communities and workforce planning programs.

Impact

This role is central to building a future-ready organization—ensuring the company can anticipate change, adapt quickly, and maintain a competitive advantage through its talent. By integrating talent acquisition, intelligence, workforce planning, and succession strategies, this leader will directly influence business performance, innovation capacity, and long-term organizational resilience.

• Proven leadership experience in talent acquisition, talent intelligence, workforce planning, or strategic HR roles.
• Deep expertise in strategic workforce planning and succession planning methodologies.
• Strong understanding of global talent markets, emerging skills, and competitive dynamics.
• Experience implementing workforce analytics, forecasting models, and AI-driven talent solutions.
• Demonstrated ability to influence senior executives and drive cross-functional alignment.
• Experience operating in complex, global, matrixed, and technology-driven environments.
• Exceptional communication and storytelling skills, with the ability to translate data into strategy.
• Bachelor’s degree required; advanced degree in HR, Business, Analytics, or related field preferred.

California Pay range :  MIN $196,190.00 - MAX $358,770.00

Colorado pay range: MIN $181,650.00.00- MAX $302,750.00

District of Columbia pay range: MIN $181,650.00.00- MAX $302,750.00

Hawaii pay range: MIN $181,650.00.00- MAX $302,750.00

Illinois pay range: MIN $181,650.00.00- MAX $302,750.00

Maryland pay range: MIN $196,190.00.00- MAX $326,980.00 

Massachusetts pay range: MIN $196,190.00.00- MAX $326,980.00

Minnesota pay range: MIN $181,650.00.00- MAX $302,750.00

New Jersey City pay range: MIN $196,190.00.00- MAX $326,980.00 

New York pay range: MIN $215,260.00 - MAX $358,770.00 

Vermont pay range: MIN $181,650.00.00- MAX $302,750.00  

Washington state pay range: MIN $196,190.00.00- MAX $326,980.00 

Note: For other locations, pay ranges will vary by region

US Employees may be eligible for the following benefits:

• Medical, dental and vision
• Health Savings Account
• Health Care and Dependent Care Flexible Spending Accounts
• Life, Accident, Disability insurance
• Business Travel Accident and Business Travel Health
• 401(k) Plan
• Flexible Time Off, Paid Holidays
• Paid Family Leave
• Discounts, Perks
• Tuition Reimbursement
• Adoption Assistance
• ESPP (Employee Stock Purchase Plan)
• Restricted Stock Units

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***Keysight is an Equal Opportunity Employer.***

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