Senior Manager, Talent Acquisition

Role Description

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

• Directly manages and develops Talent Acquisition team members.
• 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 necessary.
• 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.
• 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.

Strategic Advisor to the Business

• Operate as a strategic advisor to hiring leaders, HRBPs, and functional leadership.
• Partner closely with each business leader supported by the TA team to:
  • 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.

Modernizing Talent Acquisition Responsibilities

• Accountable for elevating and modernizing how Talent Acquisition operates.
• Embed discovery-led hiring practices across the team.
• 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.

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.

Qualifications

• Proven experience in talent acquisition leadership.
• Strong understanding of modern TA practices and tools.
• Excellent communication and interpersonal skills.
• Ability to influence and build relationships across all levels of the organization.

Requirements

• Experience managing a team of recruiters.
• Strong analytical skills and data-driven decision-making.
• Ability to operate in a fast-paced, dynamic environment.

Benefits

• Competitive salary and performance-based bonuses.
• Comprehensive health benefits.
• Opportunities for professional development and career advancement.