Job Description Summary
The Senior Manager, Talent Acquisition - MENAT & SSA will play a crucial leadership role in driving and executing recruitment strategies across multiple functions / countries while managing a team of Talent Acquisition Managers. This role is responsible for ensuring the delivery of high-quality talent acquisition services that align with business objectives. The Senior Manager will oversee the end-to-end recruitment process, develop and implement strategies to attract top talent, and ensure the team’s performance meets key business goals.The Senior Manager will work closely with the Regional Talent Acquisition Leader - EMEA to drive recruitment excellence, optimize processes, and foster a collaborative, high-performing recruitment team.
Job Description
Key Responsibilities
Lead Talent Acquisition Delivery for a multi-functional functional area: Oversee the day-to-day operations of the talent acquisition function, ensuring efficient, effective, and timely recruitment processes that meet the organization's needs. Lead the execution of recruitment strategies and ensure alignment with regional goals set by the Regional Talent Acquisition Manager.
Manage and Develop Talent Acquisition Managers: Directly supervise and mentor Talent Acquisition Managers, ensuring they are aligned with recruitment objectives and best practices. Provide coaching and professional development opportunities to foster growth and enhance team capabilities.
Strategic Recruitment Planning: Collaborate with the Regional Talent Acquisition Manager to develop and implement strategic recruitment initiatives that align with business needs. Work to optimize the recruitment process, ensuring it is scalable, efficient, and responsive to changing business demands.
Talent Sourcing and Pipeline Management: Oversee the development and implementation of sourcing strategies to build inclusive talent pipelines. Leverage multiple recruitment channels and tools to attract high-quality candidates, including industry networks, social media, and job boards.
Monitor Recruitment Performance: Establish and track key performance indicators (KPIs) for the recruitment team, ensuring recruitment goals are met, including time-to-fill and % aging requisitions. Analyze recruitment data to assess team performance and implement improvements where necessary.
Collaborate with HR & Business Leaders: Work closely with HR business partners, hiring managers, and functional leaders to understand talent needs, provide strategic recommendations, and ensure alignment between recruitment activities and business priorities. Ensure the team is responsive and adaptable to these evolving needs.
Enhance Candidate Experience: Ensure a positive candidate experience by optimizing recruitment processes, ensuring clear communication, and maintaining transparency throughout the hiring process. Develop strategies to engage candidates and enhance the company’s employer brand.
Implement Best Practices and Process Improvements: Lead continuous improvement initiatives to streamline recruitment processes, reduce inefficiencies, and enhance the effectiveness of the recruitment team. Stay informed of industry trends and best practices to continuously evolve and improve the talent acquisition function.
Support Employer Branding: Partner with internal teams to promote the company’s culture and values through recruitment marketing, social media, and other channels. Support the development of content and messaging that highlights the organization as an employer of choice.
Reporting and Insights: Prepare regular reports on recruitment progress, including key metrics and insights. Present findings to leadership and stakeholders, identifying trends and making recommendations to improve recruitment strategies and outcomes.
Stakeholder Management: Build and maintain strong relationships with key internal stakeholders, including HR, senior leadership, and hiring managers, to ensure alignment and smooth execution of recruitment strategies. Serve as a trusted advisor to the business on recruitment-related matters.
Experience and Skills Required
Minimum of 7+ years of experience in talent acquisition or recruitment, with at least 3+ years of leadership experience managing teams of recruitment professionals.
Experience leading remote or geographically dispersed teams.
Strong leadership skills with a focus on team development, coaching, and mentoring.
Ability to inspire, motivate, and manage teams, fostering a culture of accountability, collaboration, and high performance.
Strong ability to think strategically and develop recruitment plans aligned with organizational and business goals.
Experience working with functional and senior leaders to influence and align recruitment strategies with business priorities.
Expertise in a variety of sourcing strategies and techniques, including social media, job boards, talent networks, and recruitment agencies.
Experience using data to measure recruitment performance, identify trends, and improve processes.
Ability to analyze key metrics and make data-driven decisions to optimize recruitment outcomes.
Proven ability to lead process improvements and introduce innovative solutions to drive recruitment efficiency and effectiveness.
Familiarity with recruitment technologies, applicant tracking systems (ATS), and other tools that streamline recruitment processes.
Strong presentation skills, with the ability to communicate insights and strategies clearly to senior leaders and the recruitment team.
Familiarity with local, regional, and global employment laws and regulations, ensuring recruitment practices comply with all legal requirements.
Fluency in English is required; additional language proficiency is a plus.