Subaru of America

Vaughn Brown

Vaughn Brown brings over 15 years of experience in human resources and talent acquisition, focused on building inclusive workplaces. At Subaru of America, he leads a team of recruiters delivering strategic and operational talent solutions across all levels and functions of the organization.

In an interview with Manage HR, Brown shared how talent acquisition has evolved into a strategic partnership shaping workforce planning, structure and organizational culture beyond individual hiring.

Built on Structure, Driven by Clarity

Balancing speed to hire with quality comes down to structure. Our work is brought to life in collaboration with HR, leadership and teams across the organization. At Subaru, we begin every search with a launch call and intake to understand the role, the team and the opportunity. Clear expectations are set around timelines, process steps and responsibilities for the recruiter and the hiring team.

Ensuring transparency upfront clarifies roles and expectations, removes guesswork enabling the team to move forward with alignment. We adapt to each team’s communications needs, using the cadence and format that work best, including weekly touchpoints, email or calls.

Technology minimizes administrative tasks like scheduling, allowing us more time with candidates and hiring teams to focus on assessing fit.

Aligning External Promise with Internal Reality

Organizations are operating in an uncertain market with ongoing economic shifts, making financial stability and organizational health key factors in people’s alignment.

Retention requires applying the same effort internally that is used to promote the organization externally. Ensuring people understand the benefits, offerings and opportunities, including internal mobility, helps support their career growth and development.

Employer brand and candidate experience must mirror the employee experience. I work closely with our commercial teams to understand how we connect with our owners and stores to understand the shopping experience at Subaru.

We believe that if employees are not supported or equipped with the tools to succeed, it shows in every interaction. At Subaru, this is reflected in our “love promise,” a commitment to ensure love and respect are felt across the customer, hiring and employee journey.

Embedded in our experience, DEI, including belonging, ensures equitable processes while shaping how we present our brand and reflect life at Subaru. We reflect the marketplace by casting a wide net and building recognition as an employer of choice, attracting experienced talent from diverse industries.

Hiring for Today and Tomorrow Recruitment often operates in a transactional way, focused on gathering resumes and moving to the next role. I see talent acquisition evolving into a partnership, with us involved before roles open and continuing the connection afterward. Integrating with learning and development ensures talent acquisition provides employees with the resources, education, transparency and tools to grow.

Our searches are refined to hire for the current role while focusing on the skills and experience needed for future growth. We work with leadership on workforce planning to build talent pipelines, understand talent sources and focus on them early. Subaru is partnering to introduce a high school internship program, connecting with students in Camden, New Jersey, to expose them to future opportunities.

Advice for Future Leaders

For future leaders, it is important to understand talent acquisition’s impact beyond individual searches. Introducing people into the organization is a responsibility that shapes its culture and future.

Recognizing this role and its impact on success and positioning is essential, and overlooking it is a miss.