Daikin Comfort

Marie C. Norman is an executive talent leader with over 30 years of experience building high-impact talent acquisition teams across diverse industries, including software, technology, fintech, edtech and electronics and product manufacturing. Marie excels in aligning cost-effective talent solutions to successful business outcomes because of her expertise in staffing strategy, workforce planning, and culture transformation.

Her achievements include leading initiatives in talent attraction strategy development and execution, process re-engineering, and implementing advanced recruiting tools and platforms that enhance and optimize recruiting success. Marie is also a champion of diversity and inclusion, with a proven track record in ex-pat hiring, internal mobility, and employment branding.

With a passion for driving change and delivering results, Marie has consistently enhanced team performance through training, coaching, and award recognition programs, impacting every organization she serves.

Driving Talent Transformation at Scale: My Journey as VP of Talent Acquisition at Daikin Comfort Technologies

As the Vice President of Talent Acquisition for Daikin Comfort Technologies, I take pride in shaping the workforce strategy for a global leader in HVAC manufacturing. With a team of 15,000 employees, Daikin’s expansive reach demands a broad, agile and scalable approach to talent acquisition. To meet these challenges, my role combines strategic vision, operational precision, and a steadfast commitment to a people-first mindset.

A Global Perspective on Talent Acquisition

Based in Waller, Texas, Daikin Comfort Technologies is the world’s largest HVAC and air filtration manufacturer, generating $8 billion in annual revenue. I oversee all aspects of recruiting for the company—from hourly to professional hiring to early grad, university and internship programs. I work closely with finance, HR business partners, and business leaders to ensure our workforce plans align with organizational and business goals.

Seeking talent with a broad mindset and understanding that great talent comes from everywhere is embedded in the recruiting programs and initiatives we develop and deliver. Our team is focused on filling positions and dedicated to building a talented and enthusiastic workforce that drives innovation and efficiency across our global organization.

Seamless Communication across Departments

In a fast-paced organization like ours, whole collaboration is critical to avoid silos. Weekly recruiter meetings with hiring managers allow us to exchange updates on candidate pipelines, sourcing strategies, and system improvements. These discussions ensure we’re all aligned and moving in the same direction.

I also host monthly town halls with our Talent Acquisition team and HR business partners to tackle operational challenges, share updates, and refine our strategic priorities. These regular touchpoints keep us connected and proactive, enabling us to close gaps before they become obstacles.

Adapting to Operational Challenges

The talent acquisition landscape has become increasingly complex over the past few years, and scaling our processes to meet the demands of a global organization remains a top priority for me. Our processes can’t cater to just one business segment—they must be scalable, adaptable and repeatable for all.  Overall efficiencies improve the bottom line.

I’ve prioritized integrating new technologies like the UKG Recruiting Gateway to enhance operational efficiency. This initiative has streamlined hiring workflows, minimized data duplicity, increased data reporting accuracy and enhanced the Candidate to New Employee experience, ensuring Daikin stays competitive in attracting top talent.

Leveraging AI for Recruitment Innovation

Artificial intelligence is revolutionizing the recruitment process, and I’m thrilled to lead the transformation. At Daikin, we are exploring AI’s potential to optimize candidate pipelines, streamline interview scheduling, and enhance the overall recruitment and candidate experience lifecycle.

AI brings accuracy, speed, and efficiency to our processes. However, I firmly believe in maintaining a balance. While AI enhances our work, it cannot replace the human connection that defines HR. At its core, our business is about people, which remains our priority.

The Value of Curiosity and Agility

Throughout my career, I’ve learned that adaptability and a commitment to lifelong learning are essential for success. My advice to others in the industry is simple: don’t get stuck in outdated methods. Staying open-minded, curious, and agile are critically important, particularly in an industry that evolves as quickly as ours. I also find immense value in networking with other leaders, peer circles and learning from them as to diverse approaches they are pursuing to remain relevant and innovative.

The Future of Talent Acquisition

AI will continue to drive innovation across industries, including HR. However, I am mindful of ensuring its ethical and thoughtful implementation. Over the next 18 to 24 months, I’m excited to see how we can best leverage AI to complement and scale our work without losing the human touch that defines the valuable work we deliver as HR professionals.

Leading with Vision and Heart

My approach to talent acquisition blends operational rigor with a deep commitment and heart for the people. At Daikin Comfort Technologies, I strive to ensure that we meet our current workforce needs and create a foundation for future growth as well as recognizing that each person brings something unique to the organization.

The journey has been challenging and rewarding, and I am just as committed now to navigating the complexities of this ever-evolving industry with innovation, empathy, and purpose as I have at the start of my HR career.