Principal Recruiter U.S. Expansion Global Ops

Our vision is to transform how the world uses information to enrich life for all . Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever. The Talent Acquisition team is evolving into an AI-enabled, intelligence-driven talent advisory organization. We partner with business leaders, HRBPs, and TA Operations to attract and secure top talent using data, market intelligence, and AI-augmented workflows. The Principal Recruiter is a senior individual contributor in enterprise recruiting. This role solves cross-organizational and enterprise-critical talent problems through scalable mechanisms and governance. The Principal Recruiter may carry a selective requisition load of niche roles, lead significant cross-functional programs (e.g., University Recruiting, New Talent Programs), or a blend of both. The Principal Recruiter identifies patterns across executive and accountability levels, designs durable talent acquisition solutions that persist without personal involvement, and co-architects AI-enabled capabilities with TA Operations. This role doesn't directly manage people; it manages outcomes at scale. Success is measured by hiring outcomes, program impact, system-level improvement, AI adoption consistency, operating model quality, and the adaptability of cross-organizational solutions. Responsibilities: Enterprise Talent Strategy & Executive Advisory: Synthesize market intelligence, competitive data, and workforce analytics to advise senior leadership on enterprise hiring strategy, market risks and long-term workforce implications. Identify systemic talent patterns and risks requiring executive-level response. Engage and provide TA solutions at CEO extended staff-level. Workforce Mix & Hiring Strategy: Partner closely with business leaders and HRBPs to assess the full landscape of possible hires and shape the right mix of positions behind each recruiting strategy. Determine what talent is genuinely needed versus assumed, weigh tradeoffs such as build versus buy and FTE versus contingent and design an approach that scales up or down with demand across regions and business cycles. Scalable Program Design & Leadership: Design and establish scalable programs (e.g., UR, NTP, PERM, IJOP). Lead or sponsor significant cross-functional programs that span multiple business units or regions. Represent the business and ensure needs are met by RPO providers while resolving critical issues. AI-Enabled Operating Model Co-Architect: Partner with TA Ops, HRIS, and vendors to co-design, pilot, and scale AI-enabled recruiting workflows and governance frameworks. Be accountable for AI outcomes demonstrated, auditability, and risk at scale. Own the feedback loop between field adoption realities and Ops-led innovation. Change Leadership & Recruiter Enablement: Drive adoption of AI-enabled capabilities across recruiters through playbooks, coaching frameworks, and success metrics. Bridge what Ops builds with what the field operationalizes. Mentor senior recruiters and shape organizational capability. Talent Intelligence Strategy: Partner with People Analytics and TA Ops to define what talent data matters, build reporting frameworks, and own the enterprise narrative on workforce competitiveness. Change how others act on intelligence across the function. Complex Problem Solving: Solve highly complex or ambiguous talent problems, resolving competing priorities across organizations, balancing speed, quality, risk, and compliance. Thought Leadership: Advise leadership on how emerging AI capabilities will reshape TA roles and operating models. Stay current on evolving TA trends and articulate compelling points of view to influence TA leadership decisions. Scope & Impact: Supports multiple VP organizations and enterprise-critical programs, leading select niche and senior leadership searches that drive long-term talent strategy, business success, and organizational reputation through scalable, cross-organizational solutions. Minimum Qualifications: Bachelor's degree in HR, Business, or related field (or equivalent experience). 10+ years of progressive recruiting experience, including leading TA transformation or large-scale technology/process implementation. Strong awareness of AI-enabled recruiting workflows and demonstrated willingness to move beyond tool usage into shaping how they're governed and adopted across a team or function. Working knowledge of agentic AI, generative AI, or workflow automation concepts. Demonstrable ability to influence the VP level on talent strategy. Track record driving change adoption, including developing enablement frameworks or coaching models. Preferred Qualifications: Experience with responsible AI initiatives in recruiting or HR. Background in TA operations, HR technology strategy, or program management. Semiconductor, advanced manufacturing, or technology recruiting experience. Multi-region recruiting experience. The US base salary range that Micron Technology estimates it could pay for this full-time position is: $139,000.00 - $235,000.00 a year Additional compensation may include benefits, bonuses and equity. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target base pay for new hire salaries of the position across all US locations. Within the range, individual pay is determined by work location and additional job-related factors, including knowledge, skills, experience, tenure and relevant education or training. The pay scale is subject to change depending on business needs. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.  Please note that the compensation details listed in US role postings reflect the base salary