Job ID: 13089

Torrance, California, 90501

1st Shift

$84,600.00 - $126,900.00

What Makes a Honda, is Who makes a Honda

Honda has a clear vision for the future, and it’s a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of “power” that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize “the joy and freedom of mobility” by developing new technologies and an innovative approach to achieve a “zero environmental footprint.”

We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team.

If your goals and values align with Honda’s, we want you to join our team to Bring the Future!

Job Purpose

The Recruiting Lead serves as a senior, hands-on Talent Advisor who leads complex hiring work, advises business and HR leaders on workforce and talent decisions, and raises recruiting capability through coaching, calibration, governance, analytics, escalation management, and continuous improvement.

Key Accountabilities

Strategic Talent Advisory & Workforce Planning
Serve as the senior Talent Advisor for complex, sensitive, high-impact, or difficult-to-fill demand, translating business strategy and workforce priorities into actionable recruiting plans.
Advise leaders on talent supply, internal mobility, build-versus-buy considerations, location and workstyle implications, competitive positioning, candidate value proposition, search sequencing, and realistic tradeoffs.
Lead or support workforce and pipeline planning for recurring talent needs; identify capability gaps and recommend proactive sourcing, engagement, or development strategies.
Challenge unclear or shifting requirements with evidence, clarify decision rights, and establish alignment before avoidable rework reaches candidates or the market.
Represent Talent Acquisition in cross-functional discussions where business priorities, candidate experience, operational feasibility, cost, risk, and compliance must be balanced.
Complex Search & Talent Delivery
Personally lead selected searches and programs requiring advanced sourcing, market mapping, confidential handling, senior stakeholder partnership, or coordinated delivery across locations or talent segments.
Develop multichannel sourcing and engagement strategies that combine internal talent, CRM communities, direct sourcing, referrals, schools, professional networks, events, employment marketing, and approved external partners.
Use market, funnel, and candidate insights to diagnose stalled searches, recalibrate strategy, and improve quality, speed, and resource allocation.
Guide structured assessment, slate decisions, interview design, offer strategy, and candidate closing for complex or high-risk hiring needs.
Protect an equitable, respectful, and transparent candidate experience while maintaining appropriate process discipline and business urgency.

Key Accountabilities Cont.

Functional Leadership & Recruiter Capability
Coach recruiters to prepare with business and market context, lead strategy conversations, make evidence-based recommendations, and move from requisition processing to trusted advisory partnership.
Set and reinforce clear service expectations across the recruiting team, helping recruiters respond to customer needs with urgency, consistency, sound judgment, and appropriate transparency.
Facilitate recruiter and hiring team calibration on role profiles, sourcing strategies, candidate quality, interview evidence, service expectations, and exception decisions.
Observe work in practice, provide timely feedback, reinforce effective habits, and identify targeted learning needs across advisory, sourcing, assessment, systems, data, and compliance.
Share reusable playbooks, templates, candidate intelligence, and lessons learned; create space for peer learning and consistent decision quality.
Provide day-to-day functional direction or work coordination when assigned. Complete formal performance management activities only when the role has approved direct reports.
Operating Model, Governance, Analytics & Risk
Lead adoption of the 1WBW standard across strategy and intake, requisition creation and posting, candidate management, closure, reporting, and governance.
Translate enterprise standards into practical operating routines, clarify where flexibility is appropriate, and surface exceptions requiring policy, compliance, or leadership decisions.
Use PDCA methods to identify root causes, test improvements, evaluate results, and sustain effective changes across recruiting workflows.
Interpret portfolio and team-level metrics, funnel trends, aging, source performance, candidate experience signals, and data quality indicators; convert findings into actions and stakeholder decisions.
Identify material delivery, compliance, candidate, system, or stakeholder risks early; coordinate timely resolution and escalate with a fact-based recommendation when needed.
Partner across Talent Acquisition Operations, COE, systems, compliance, employment marketing, and the business to improve process design, technology use, data quality, adoption, and candidate communications.

Qualifications, Experience, and Skills

Minimum Educational Qualifications

Bachelor's degree in Human Resources, Business, Communications, or a related field, or an equivalent combination of education and relevant experience.

Minimum Experience

5+ years of progressive full-cycle recruiting, talent acquisition, search, or closely related experience, including complex or difficult-to-fill work.
Two or more years leading recruiting programs, projects, complex searches, recruiter coaching, calibration, or functional work coordination.
Demonstrated success advising senior or demanding stakeholders, influencing without authority, resolving ambiguity, and guiding tradeoff decisions.
Experience in a complex, high-volume, manufacturing, engineering, corporate, or multi-site environment is preferred.

Other Job-Specific Skills

Advanced facilitation, communication, coaching, analytical, project leadership, and continuous improvement skills.
Advanced experience with applicant tracking systems, candidate relationship management platforms, sourcing technology, recruiting analytics, and labor market insight; Phenom experience is preferred.
Working knowledge of employment practices, structured selection, process governance, data quality, risk management, and applicable compliance requirements.
Ability to translate business and market insight into practical talent strategies, tradeoff decisions, and clear recommendations.
Ability to coach recruiter judgment and reinforce responsive, consistent, customer-centered service without relying on formal authority.
Experience designing or implementing recruiting standards, operating cadences, CRM adoption, analytics, governance, or process improvement initiatives is preferred.

Job Dimensions

No. of Direct Reports

No. of Indirect Reports

Financial Dimensions

Decisions Expected

Recommend talent strategy, sequencing, resource allocation, and tradeoffs for complex or priority hiring demand.
Determine when recruiting standards require recalibration, an approved exception, corrective action, or escalation to policy, compliance, HR, or business leadership.
Recommend recruiter capability, operating model, service, and process improvements using market, funnel, capacity, risk, and data quality insights.

Working Conditions

High-volume, fast-paced work environment
Travel required: No regular travel is required for this position. Occasional travel may be necessary to support team collaboration, leadership meetings, recruiting events, training, and visits to Honda facilities as business needs dictate.
Open office environment
80% onsite

What differentiates Honda and make us an employer of choice?

Total Rewards

Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.)
Paid Overtime
Regional Bonus (when applicable)
Industry-leading Benefit Plans (Medical, Dental, Vision, Rx)
Paid time off, including vacation, holidays, shutdown
Company Paid Short-Term and Long-Term Disability
401K Plan with company match + additional contribution
Relocation assistance (if eligible)

Career Growth

Advancement Opportunities
Career Mobility
Education Reimbursement for Continued Learning
Training and Development Programs

Additional Offerings

Tuition Assistance & Student Loan Repayment
Lifestyle Account
Childcare Reimbursement Account
Elder Care Support
Wellbeing Program
Community Service and Engagement Programs
Product Programs

Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

Supervisor, Talent Acquisition