Talent Acquisition Senior Manager

Overview

This role needs someone who can run a high-performing TA team while still staying close to the business by owning a slate of senior and critical mandates. You'll steer stakeholder alignment, enforce process discipline, raise the bar on candidate quality, and shape how the function shows up across markets.

Responsibilities

• Lead, coach, and develop a TA team that delivers consistently and grows in capability.
• Manage end-to-end hiring for senior and hard-to-fill roles, including market mapping, direct sourcing, and offer strategy.
• Partner with global and regional leaders to understand business priorities and convert them into sharp hiring plans.
• Build a culture of process adherence across the team from requisition intake to onboarding.
• Strengthen data discipline and drive actions based on funnel metrics, ageing, talent pipelines, and capacity planning.
• Act as the escalation point for business leaders and keep alignment steady even in ambiguous or high-pressure situations.
• Improve hiring workflows, reduce cycle time, and ensure every recruiter follows TA standards.
• Run weekly talent reviews with the business and ensure visibility of progress, risks, and dependencies.
• Shape talent attraction initiatives with insights on competitor talent, market realities, and messaging that resonates.
• Push continuous improvement across recruiting tools, systems, and stakeholder experience.

Qualifications

• 10+ years of strong Talent Acquisition experience across complex, high-growth environments.
• Strong experience leading recruiters in a fast-moving, multi-market setup.
• A track record of closing senior and niche roles through direct sourcing.
• Confident stakeholder management at Director and VP levels.
• Ability to coach, inspire, and raise performance across a team.
• Strong grip on data, hiring metrics, and operational rigor.
• Strong understanding of the latest hiring tools and techniques including AI-driven sourcing.
• Someone who thrives in ambiguity and keeps the team focused on outcomes.
• Track and analyze recruitment metrics (e.g., time-to-find, offer acceptance rates, and candidate experience scores) and identify areas for improvement in team performance and overall recruitment outcomes.
• Generate data-driven reports to provide insights and recommendations for recruitment improvements.
• Leverage external labor market data to optimize hiring strategies based on industry trends.
• Identify bottlenecks and recruitment inefficiencies, define actionable solutions for improvement with Global H2O Process team.