Senior Manager, Talent Acquisition

Role Summary The Senior Manager, Talent Acquisition is a senior people leader and strategic advisor responsible for delivering scalable, compliant, and financially disciplined talent acquisition outcomes across North America & LATAM. This role leads a team of recruiters and TA professionals, drives modernization of TA capabilities, and partners closely with business, HR, and Finance leaders to ensure hiring decisions enable growth, operational effectiveness, and risk mitigation. People Leadership & Team Accountability The Senior Manager directly manages and develops Talent Acquisition team members and is accountable for performance, capacity management, and capability growth. Direct Report Accountability Establish clear expectations for requisition load, prioritization, and delivery outcomes for each direct report. Actively manage recruiter capacity and workload to ensure: RF1 and business‑critical roles receive appropriate focus; requisition volume is balanced and sustainable; service levels align to role criticality and business need; maintain readiness to step in and personally manage a limited full life cycle requisition load when needed. Hold direct reports accountable for: timely and high‑quality candidate slates; adherence to discovery, governance, and compliance standards; data accuracy, reporting discipline, and system adoption. Development & Capability Building Coach and develop direct reports to operate as consultative talent advisors, not order‑takers. Identify skill gaps and create targeted development plans aligned to modern TA competencies. Build bench strength and succession readiness within the TA team. Address performance issues decisively, using data and clear expectations. Ensure recruiters understand why roles matter, how success is measured, and how their work contributes to business outcomes. Strategic Advisor to the Business Align hiring demand to business objectives, workforce plans, and financial constraints. Provide talent market insight to influence role design, prioritization, and timing. Challenge assumptions and recalibrate expectations when market or budget realities change. Represent TA as a thought partner in conversations about growth, risk, and operational continuity. Influence decision‑making through data, market intelligence, and structured discovery. Modernizing Talent Acquisition Responsibilities Embed discovery‑led hiring practices across the team, replacing transactional intake behaviors. Drive adoption of modern TA tools, workflows, and analytics to improve speed and quality of hire, transparency and decision‑making, recruiter efficiency and scalability. Set consistent operating rhythms, including discovery checkpoints, prioritization cadence, and performance reviews. Expand the role of recruiters to include market and talent intelligence sharing, financial and RF1 awareness, early risk identification and escalation. Champion continuous improvement and experimentation within governance guardrails. Cross‑Functional Partnership & Enablement Work closely with HRBPs, Finance, Total Rewards, HRIS, Legal, and functional leaders to deliver integrated talent solutions. Collaborate with Finance on RF1 hiring, prioritization, and cost discipline. Ensure TA initiatives and behaviors support broader HR and business strategies. Leadership Standard Hold people accountable with clarity and fairness. Influence without authority. Set and protect standards during periods of pressure or change. Balance empathy with decisiveness. Lead with data, discipline, and credibility. Summary Expectation Owns outcomes. Develops people. Elevates TA capability. Influences the business. Modernizes how talent is delivered. Equal Employment Opportunity LivaNova is proud to be an equal‑opportunity and affirmative action employer. We believe in the value of diverse perspectives and experiences and are committed to building a diverse workforce that reflects the patients we serve and fostering an inclusive workplace for all. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. We welcome applicants from all backgrounds and encourage you to apply even if you don’t meet 100% of the qualifications for the role. Accessibility Support We are dedicated to ensuring our application process is accessible to all candidates. If you are a qualified individual with a disability or a disabled veteran and require a reasonable accommodation with any part of the application and/or interview process, please email xxx. Disclaimer The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. You may be required to perform duties outside of normal responsibilities, duties, and skills from time to time. #J-18808-Ljbffr