Senior Director, Talent Acquisition

At Sandisk, we believe recruiting is more than filling roles—it is a strategic lever that fuels innovation, strengthens leadership pipelines, and secures the best talent anywhere in the world.

The Senior Director, Talent Acquisition (Head of Global Recruiting) will lead Sandisk’s global recruiting strategy and serve as the enterprise leader of recruiting worldwide. This leader will design and run a robust, scalable operating model that delivers consistent, high-quality hiring across every region and site, while remaining hands-on and tactical on the most complex, confidential, and business-critical searches.

Partnering closely with central executive leadership, HR Business Partners (BPP's), COEs such as Total Rewards, Finance, Legal, and Engineering business leaders, the Senior Director will bring a consultative Talent Attraction approach—serving as a trusted advisor who diagnoses business needs, translates workforce priorities into targeted recruiting strategies, brings market intelligence and data to decision-making, and partners with leaders to shape practical hiring solutions. The leader will blend strategic vision with operational discipline—building an executive recruiting practice, driving high-touch sourcing across a dedicated TA ecosystem, and navigating the nuances of large global sites. The overarching objective of this role is to position recruiting as a competitive differentiator—helping Sandisk attract, deploy, and retain world-class talent while driving organizational growth in key markets around the globe.

Essential Duties and Responsibilities

Thought Leadership & Strategy

• Own and lead the global recruiting strategy and operating model, aligned to Sandisk’s business, workforce, and growth priorities—building consistency where it matters while respecting the nuances of each market

• Partner with central executive leadership (CPO, TA leadership, People Experience leaders, C-Suite, and business leaders) as a consultative recruiting advisor—diagnosing talent needs, shaping talent strategy, bringing market intelligence, and building executive confidence in the strength of our talent pipelines

• Model Sandisk’s consultative Talent Attraction approach by translating business priorities into tailored recruiting strategies, advising leaders on market realities, and aligning sourcing, assessment, and candidate engagement plans to the outcomes each function needs

Operating Model & Executive Recruiting

·     Create and govern two distinct recruiting practices: a high-touch, white-glove executive search model for confidential Senior Director+ and C-suite searches, and a scalable sourcing model for Director-and-below roles focused on enterprise reach, speed, quality, and consistency.

·     Establish the operating model, sourcing strategy, intake discipline, assessment standards, slate-quality expectations, stakeholder cadence, and offer-management process for each practice.

·     Be strategic and tactical—balancing enterprise vision with hands-on execution, engaging personally on the most complex and confidential searches while building the systems, cadence, and team capability that scale recruiting predictably.

·     Navigate global sites by tailoring sourcing, employer branding, and early-talent strategy to large-population markets such as India, Japan, Malaysia, and EMEA while maintaining global consistency and brand standards.

High-Touch Sourcing & Ecosystem

·     Build a scalable sourcing and recruiting practice for Director-and-below roles, with a differentiated model focused on enterprise reach, pipeline consistency, speed, quality, and repeatable best practices across regions and functions.

·     Deliver a differentiated candidate and hiring-manager experience for critical technical, engineering, and AI roles through consultative intake, clear expectation setting, market calibration, and high-touch partnership from search launch through close.

·     Leverage recruiting technology and AI-enabled sourcing and screening to improve speed, quality, and cost-to-hire across the enterprise.

Governance, Policy & Compliance

• Own recruiting policy, governance, and adherence—ensuring hiring practices, requisition controls, leveling discipline, audit readiness, and confidential-search protocols meet governance standards

• Ensure compliance with regional regulatory requirements and internal policies, practices and governance

Enablement & Communications

• Own the consistent design, governance, and deployment of TA recruiting training, best practices, playbooks, and enablement content; create and maintain always-on learning resources through Sandisk’s internal learning portal in partnership with the Learning team

• Develop a TA social media strategy and deployment plan in partnership with Corporate Communications and Learning, ensuring recruiting messages, talent stories, campaigns, and learning content are aligned to Sandisk’s employer brand and business priorities

Data & Insights

• Lead with data within TA’s operating model—partnering with the Strategic Sourcing & Insights team, People Analytics, and the internal TA Data group to define the recruiting KPI framework, reporting cadence, and insights needed to manage pipeline health, speed, quality, cost, and offer outcomes

• Clarify ownership and partnership across data teams: Strategic Data & Insights and People Analytics, partner across all three to translate insights into recruiting priorities, investment decisions, and accountability mechanisms

Leadership & Team Building

• Build, lead, coach, and grow a high-performing, globally distributed recruiting organization

• Drive succession, capability building, and strong leadership practices

• Foster a culture of accountability, collaboration, innovation, and service excellence

Qualifications

Required:

• Bachelor’s degree in human resources, business administration, or a related field, or equivalent practical experience

• 15+ years of progressive talent acquisition / recruiting experience, including global and executive recruiting, with a proven track record of leading at enterprise scale

• 7+ years leading and developing recruiting teams in a global, matrixed organization, building and mentoring high-performing teams

• Demonstrated experience designing and running recruiting operating models, governance frameworks, and executive-search processes in a complex, multi-region environment

• Experience in technology, semiconductor, or advanced manufacturing environments

• Strong executive presence with the ability to influence and advise C-suite and senior stakeholders through a consultative, data-informed Talent Attraction approach

• Deep expertise in executive and confidential recruiting, high-touch sourcing, and dedicated TA ecosystems (in-house, RPO, search firms)

• Fluency with recruiting technology, AI-enabled tools, ATS, and analytics (e.g., LinkedIn, Beamery, Workday); experience with OFCCP and regional labor-law compliance

• Experience recruiting in and supporting large-population global sites (e.g., India, Japan, Malaysia, EMEA)

Success Measures (First 12–18 Months)

• Strategy: Establish a clear global recruiting strategy that positions recruiting as a talent differentiator and embeds a consultative Talent Attraction model with business leaders

• Operating Model: Implement a scalable, well-governed global recruiting operating model connecting sourcing, executive search, early careers, brand, and operations into one system

• Executive Recruiting: Stand up a disciplined executive-search practice delivering high-quality, confidential slates with speed, discretion, and a white-glove experience

• Data & Governance: Establish the recruiting KPI and reporting framework in partnership with Strategic Data & Insights, People Analytics, and the internal TA Data group, while embedding audit-ready governance and compliance across regions

• Enablement: Launch consistent TA training, best-practice playbooks, and always-on digital learning through the internal learning portal in partnership with Learning

• Brand & Social Strategy: Build and deploy a coordinated TA social media strategy with Corporate Communications and Learning to strengthen employer brand, recruiter capability, and market reach

• Experience: Significantly improve the candidate and hiring-manager experience, especially for critical and executive talent, through disciplined intake, consultative partnership, and consistent communication

• Leadership: Build a high-performing, scalable global recruiting team

• Business Impact: Enable faster, higher-quality hiring for critical business initiatives and position recruiting as a differentiator in board- and CEO-level talent conversations