Director, Talent Acquisition

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

About the Role

We are seeking a visionary Director of Talent Acquisition for North America to lead our talent strategy during an exciting period of rapid growth and transformation. This is not a traditional operational role focused solely on filling open requisitions; this is a highly strategic leadership position tasked with architecting the future of how we attract, assess, and acquire top talent.

Operating in a fast-paced, high-growth environment, you will drive a cohesive North American talent strategy, optimize global best practices for regional impact, and pioneer the integration of AI-driven technologies to create true operational efficiencies without ever sacrificing the quality of talent. You will act as a key business partner to executive leadership, utilizing deep market intelligence and robust workforce planning to ensure our talent pipeline anticipates and meets the evolving demands of our business.

Key Responsibilities

Strategic Leadership & Workforce Planning

• Drive Regional TA Strategy: Design, implement, and lead a comprehensive North American Talent Acquisition strategy that aligns with our broader business objectives and supports our high-growth trajectory.
• Proactive Workforce Planning: Partner closely with HR Business Partners, Finance, and Executive Leaders to develop dynamic workforce plans. Translate long-term business goals into proactive talent pipelining and hiring strategies that stay ahead of organizational needs.
• Elevate the TA Function: Shift the paradigm of the TA function from reactive requisition management to a proactive, consultative, and strategic business partnership model.

AI Integration & Process Innovation

• Leverage Cutting-Edge Technology: Lead the adoption and optimization of AI technologies to streamline the recruitment lifecycle. Champion the use of AI to create massive efficiencies in sourcing, screening, and candidate engagement without losing the human touch or sacrificing talent quality.
• Tech Stack Mastery: Maximize the ROI of our TA technology ecosystem, specifically leveraging Paradox (conversational AI) and Hire Sourced modules powered by Workday.
• Process Optimization: Continuously evaluate and re-engineer recruiting processes. Eliminate friction points, reduce time-to-fill, and ensure a world-class, seamless experience for both candidates and hiring managers.

Market Intelligence & Employer Branding

• Industry & Talent Trend Analysis: Act as the organization's foremost expert on North American talent market dynamics. Stay continuously informed on industry trends, competitor movements, and compensation shifts.
• Data-Driven Insights: Leverage market intelligence and internal data to advise executive leadership on talent availability, location strategies, and organizational design.
• Brand Ambassadorship: Partner with Marketing and Communications to elevate our employer brand, ensuring our value proposition resonates strongly within highly competitive talent pools.

Team Leadership & Execution

• Build & Inspire a High-Performing Team: Lead, mentor, and develop a multi-layered team of TA Managers, Recruiters, and Sourcers. Foster a culture of accountability, innovation, and continuous improvement.
• Metrics & Analytics: Establish rigorous KPIs and dashboards to measure the effectiveness of the TA function. Move beyond basic metrics to track quality of hire, predictive hiring modeling, and AI-driven efficiency gains.

Qualifications

• Experience: 12+ years of progressive experience in Talent Acquisition, Human Resources, or a related field, with at least 5+ years in a senior leadership role overseeing a large-scale or regional TA function.
• Environment: Proven track record of success operating in a high-growth, fast-changing, and complex corporate environment.
• Tech-Forward Mindset: Deep expertise in modern HR/TA technology stacks. Specific experience with AI technologies such as Paradox and Workday (including Hire Sourced modules) is highly preferred.
• Strategic Acumen: Demonstrated capability in complex workforce planning, organizational design support, and translating business goals into actionable talent strategies.
• Market Expertise: Strong understanding of the North American talent landscape, industry trends, and the ability to leverage market data to influence executive decision-making.
• Leadership Traits: Exceptional executive presence, strong influence without authority, and the ability to challenge the status quo gracefully. You must be a builder and a change agent.
• Education: Bachelor’s degree in Business, Human Resources, or related field (Master’s degree or MBA preferred).

TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401k, flexible spending and health savings accounts, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available on the 1st of the month following date of hire. For some positions, only PTO and holiday benefits are offered.

Compensation ranges for roles at TTM Technologies varies depending on a wide array of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; certifications; and other business and organizational needs.  The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.  At TTM Technologies, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on each individual set of circumstances.  A reasonable estimate of the current range is:

Additional compensation: An annual or quarterly company bonus may apply based on position assignment. Positions hired for alternative shift may be eligible for a shift premium based on the assigned shift and location.

Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of  Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.