Job Summary

This role leads POSH’s end-to-end talent acquisition strategy across the region, with a focus on building strong pipelines for critical technical, operational and leadership talent in the oil & gas and offshore marine sectors. The role sets TA strategy and governance, leads the recruitment team, strengthens employer branding and candidate experience, and partners with business leaders on workforce planning and people priorities to support business growth.

Key Responsibilities

Talent Acquisition Leadership & Strategy (Primary Focus)

• Own POSH's end-to-end talent acquisition strategy, translating business growth plans into a proactive, scalable hiring roadmap across functions and levels.
• Collaborate with business leaders and senior stakeholders to understand workforce requirements and align TA strategies with long-term organizational objectives.
• Lead the end-to-end recruitment process — sourcing, screening, interviewing, offer management, and onboarding — ensuring a smooth, efficient, and high-quality experience for candidates and hiring managers, with direct ownership of senior and critical hires.
• Oversee onboarding processes to ensure a smooth transition for new hires, aligning them quickly with business operations, expectations, and culture.
• Build and maintain a proactive pipeline of qualified talent for current and future roles, with particular focus on key capabilities and niche skill sets relevant to POSH's operations.
• Define recruitment metrics and dashboards; use recruitment data and performance insights to inform decision-making, improve sourcing effectiveness, and drive continuous improvement in time-to-fill, quality-of-hire, and cost-per-hire.
• Strengthen POSH's visibility and positioning in the talent market through employer branding initiatives, campus and industry partnerships, social/digital presence, and candidate engagement strategies.
• Manage relationships with recruitment agencies, job boards, and other external partners; own the TA budget and ensure cost-effective, high-quality hiring outcomes.
• Build, lead, and develop a high-performing TA team; set clear goals, coach on sourcing and interviewing best practices, and instill a culture of speed, quality, and candidate-centricity.

HR Business Partnering (Secondary Focus)

• Act as a trusted advisor to business leaders, providing HR guidance on organization design, workforce planning, and people strategy that supports business objectives.
• Support the broader employee lifecycle beyond hiring, including engagement, retention, and performance management alignment, in coordination with the wider HR team.
• Provide guidance to managers and employees on HR policies, processes, and employee relations matters, escalating and resolving issues as appropriate.
• Partner with HR and business leadership on initiatives that strengthen culture, employee experience, and retention across the region.
• Provide input on compensation benchmarking and offer structuring for new hires in partnership with Total Rewards.

Key Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 10+ years of progressive experience in Talent Acquisition and/or HR, including at least 4-5 years in a senior TA leadership or HR management capacity.
• Demonstrated success owning an end-to-end TA function, including for senior/leadership hiring, ideally within a fast-growing or regional organization.
• Prior exposure to HR business partnering, employee relations, or generalist HR responsibilities is strongly preferred.
• Experience building and leading a recruitment or HR team.
• Strong command of recruitment analytics, ATS platforms, and sourcing/employer branding tools.
• Strategic thinking with the ability to translate business goals into workforce and hiring plans.
• Strong stakeholder management and influencing skills at senior/leadership levels.
• Data-driven decision-making and comfort working with recruitment metrics and dashboards.
• Excellent communication, negotiation, and relationship-building skills.
• Hands-on leadership style, comfortable both setting strategy and executing full-cycle recruitment personally when needed.
• Sound judgment on employee relations and HR policy matters.
• Adaptability and resilience in a fast-paced, growth-oriented environment.