Talent Acquisition Manager - Engineering & Technology

Job Description Summary

Design and delivery of the full spectrum of talent recruitment activities, from research and sourcing, through interview and offer, and all of the operational and administrative work associated with those activities. Interprets simple internal and external business challenges and recommends best practices to improve products, processes or services. Stays informed of industry trends that may influence work. Lead a high-performing Talent Acquisition (Engineering) function in a fast-paced, dynamic and transformation-driven business environment. Translate business priorities into effective talent strategies, ensuring recruitment delivery excellence while continuously evolving the function's operating model, capabilities and technology.
The role requires a business-oriented leader who can deliver at pace, navigate ambiguity, influence senior stakeholders and lead teams through continuous change. The individual must balance operational excellence with future readiness, driving results while transforming how Talent Acquisition operates.

Job Description

Roles and Responsibilities

• Business Partnership & Talent Delivery - Translate business priorities and workforce plans into effective recruitment strategies. Drive end-to-end recruitment delivery, balancing speed, quality, cost and candidate experience. Anticipate talent requirements, identify hiring risks and proactively develop solutions. Demonstrate strong ownership and accountability for recruitment outcomes. Drive recruitment governance, performance management and operational discipline. Leverage analytics and dashboards to improve productivity, capacity planning and delivery effectiveness. Build trusted partnerships with senior business leaders, HR and functional stakeholders.
• Individuals responsible for researching, sourcing, evaluating and selecting talent at all levels. Includes those who manage sourcing and recruiting teams within a shared service center, as well as those in Businesses who lead the broad spectrum of Talent Recruitment work for that business.
• Requires specialized depth and/or breadth of expertise within their discipline. May require strong commercial awareness, and is expected to influence the development of strategy within own area, including control of resources and influences policy formulation.
• May lead functional teams or projects with minimal resource requirements, risk, and/or complexity. Communicates difficult concepts and may influence others' options on particular topics. May guide others to consider a different point of view. Influence and challenge constructively, using data and insights to drive decisions. Navigate competing priorities and position TA as a strategic business partner.

• People Leadership & Capability Building - Build and lead a high-performing, agile and accountable TA team. Establish a culture of ownership, collaboration, performance and continuous improvement. Develop talent intelligence, strategic sourcing and future-ready recruitment capabilities. Address performance gaps and build strong succession and leadership capabilities. Impacts the team's ability to achieve service, quality and timeliness of objectives. Regularly advises management in the function and/or in the business. Has a supportive role in decision making about important subjects. High levels of evaluative judgment are required to achieve outcomes required.

• Uses high level of judgment to make decisions and handle complex tasks or problems that impact the function. Has ability to assess quality of information given and ask pertinent questions to stakeholders. Able to offer new solutions to problems outside of set parameters and is able to construct and provide recommendations. Uses multiple internal and some external sources outside of own function to help arrive at a decision.

• Transformation & Continuous Improvement - Lead TA through organizational changes, evolving priorities and operating model transformations, Challenge legacy practices and drive simplification, standardization and process efficiency, Accelerate adoption of AI, automation and digital recruitment solutions. Lastly, Translate transformation initiatives into measurable business outcomes while maintaining delivery momentum

Required Qualifications

• This role requires 13+ years of experience in the Human Resources & Sourcing and Recruiting. Knowledge level is comparable to a Master's degree from an accredited university or college ( or a high school diploma with relevant experience). 5 years of experience in managing teams

Desired Characteristics

Strong oral and written communication skills. Strong interpersonal and leadership skills. Demonstrated ability to analyze and resolve problems. Demonstrated ability to lead programs / projects. Ability to document, plan, market, and execute programs. Established project management skills.

Strong bias for action, delivers at pace and consistently follows through execution excellence, navigates ambiguity, adapts quickly and manages competing priorities effectively with agility and resilience. Has data driven mindset and strong stakeholder influence. Ability to manage experienced teams.
 Note:
To comply with US immigration and other legal requirements, it is necessary to specify the minimum number of years' experience required for any role based within the USA. For roles outside of the USA, to ensure compliance with applicable legislation, the JDs should focus on the substantive level of experience required for the role and a minimum number of years should NOT be used.