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Role Overview

We are seeking an experienced and strategic Senior Manager, Talent Acquisition to lead and strengthen our talent acquisition function. This role is responsible for developing and executing recruitment strategies that enable the organization to attract, assess, and hire high-quality talent across critical business areas.

The Senior Manager will partner closely with business leaders, HR partners, and senior stakeholders to understand workforce priorities, anticipate talent needs, and deliver effective hiring solutions. The role will also drive improvements in recruitment processes, employer branding, talent intelligence, candidate experience, and the use of data and technology.

Key Responsibilities

Talent Acquisition Strategy & Workforce Partnership

• Develop and execute talent acquisition strategies aligned with business priorities and workforce plans.
• Partner with senior business and HR leaders to understand current and future talent requirements.
• Translate workforce needs into targeted sourcing, recruitment, and talent pipeline strategies.
• Provide market insights and talent intelligence to support hiring and workforce decisions.
• Identify emerging talent gaps and proactively develop pipelines for critical and hard-to-fill roles.

Recruitment Delivery

• Lead end-to-end recruitment across assigned business areas, including senior and critical positions.
• Establish appropriate sourcing strategies across direct sourcing, referrals, agencies, executive search firms, digital channels, and talent communities.
• Ensure hiring processes are efficient, consistent, inclusive, and aligned with organizational standards.
• Monitor recruitment performance against agreed service levels and hiring objectives.
• Support senior-level candidate assessment, selection, offer management, and closing strategies.

Stakeholder Management

• Serve as a trusted talent advisor to senior leaders, hiring managers, and HR partners.
• Challenge and influence stakeholders constructively on hiring requirements, candidate profiles, market realities, and selection decisions.
• Provide regular updates on hiring progress, market conditions, pipeline quality, and recruitment risks.
• Build strong relationships across the organization to improve workforce planning and hiring outcomes.

Team Leadership

• Lead, coach, and develop a high-performing team of talent acquisition professionals.
• Establish clear objectives, performance expectations, and development plans for the team.
• Build capability in strategic sourcing, stakeholder management, assessment, talent intelligence, and data-driven recruitment.
• Foster a collaborative, accountable, and candidate-centric culture.

Employer Brand & Talent Sourcing

• Partner with relevant teams to strengthen the organization’s employer value proposition and talent brand.
• Develop targeted attraction strategies for priority talent segments and Go-to-market for attraction of talent pool.
• Build sustainable external talent pipelines and communities for future hiring needs.
• Leverage professional networks, social platforms, industry partnerships, events, and other channels to expand access to talent.

Recruitment Excellence, Data & Technology

• Track and analyze key recruitment metrics such as time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate experience, quality of hire, and hiring manager satisfaction.
• Use recruitment data and market intelligence to identify trends and recommend improvements.
• Drive continuous improvement and standardization of talent acquisition processes.
• Optimize the use of applicant tracking systems, recruitment technologies, automation, AI-enabled tools, and analytics.
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