Senior Manager - Talent Acquisition - Product Hiring

Job Summary:

- The Senior Manager - Talent Acquisition will lead and manage the end-to-end recruitment process for the organization, ensuring the attraction and hiring of top talent that aligns with the business goals and organizational culture.

- This role will be responsible for driving innovative talent acquisition strategies, building strong partnerships with stakeholders, managing recruitment teams, and optimizing recruitment processes for efficiency and scalability.

Key Responsibilities:

Strategic Leadership:

- Develop and execute talent acquisition strategies aligned with business goals, ensuring timely fulfillment of hiring needs across all departments.

- Collaborate with business leaders and HR Business Partners to understand current and future talent needs, proactively addressing talent gaps.

- Provide insights and market intelligence to influence and shape hiring decisions and workforce planning strategies.

Team Management:

- Lead, mentor, and develop the talent acquisition team, ensuring high performance and continuous development.

- Allocate resources effectively to meet recruitment demands and manage workloads across the team.

- Set clear performance goals, provide feedback, and drive a results-oriented team culture.

Recruitment Operations:

- Manage the full lifecycle recruitment process, from sourcing and screening to interviewing, offer negotiation, and onboarding.

- Ensure consistent and effective candidate experience throughout the hiring process.

- Implement and maintain an efficient Applicant Tracking System (ATS) to monitor recruitment activities and produce meaningful reports.

Sourcing and Talent Pipelines:

- Develop and execute innovative sourcing strategies to identify and attract high-quality candidates using a variety of channels (job boards, social media, employee referrals, networking, etc.).

- Build and maintain strong talent pipelines for current and future hiring needs, with a focus on hard-to-fill and leadership roles.

Employer Branding:

- Partner with the marketing and HR teams to strengthen the organization's employer brand and create a compelling candidate value proposition.

- Develop and implement employer branding initiatives through social media, job fairs, and campus recruitment programs to enhance the organization's attractiveness as an employer of choice.

Stakeholder Management:

- Build and maintain strong relationships with internal stakeholders, including hiring managers, business leaders, and HR partners, ensuring alignment on recruitment goals and strategies.

- Act as a trusted advisor, providing expert guidance on recruitment best practices, market trends, and candidate availability.

Diversity and Inclusion:

- Champion diversity and inclusion in hiring practices, ensuring the recruitment process is free from bias and promotes a diverse workforce.

- Partner with DE&I initiatives to drive inclusive hiring practices and meet diversity hiring targets.

Process Improvement and Metrics:

- Continuously improve the recruitment process, focusing on scalability, efficiency, and candidate experience.

- Track and analyze key recruitment metrics (time-to-hire, cost-per-hire, source effectiveness, etc.) and provide regular reports to senior leadership.

- Identify bottlenecks in the hiring process and implement solutions to streamline operations.

Vendor Management:

- Manage relationships with external recruitment agencies and consultants, negotiating contracts and ensuring cost-effective and high-quality service.

- Ensure vendors comply with the organization's policies and standards.