Talent Acquisition Senior Manager

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Lead the Talent Acquisition & Employer Branding function, shaping and driving the company's talent attraction strategy to ensure the organization has access to the right talent and capabilities for both current and future business needs.
Talent Acquisition Strategy & Leadership
Define and lead the Talent Acquisition strategy and roadmap, translating business priorities and workforce needs into effective short- and long-term talent acquisition plans.
Act as a strategic talent advisor to senior business leaders and HR Business Partners, providing external talent insights, market intelligence, and recommendations to support workforce and hiring decisions.
Lead recruitment strategies for critical, senior and strategic positions, ensuring the company has access to high-quality and diverse talent pools.
Oversee the end-to-end recruitment framework and delivery, ensuring consistent standards across sourcing, assessment, selection, offer management and candidate experience.
Build a proactive talent pipeline strategy for critical capabilities and future business needs, moving Talent Acquisition beyond reactive hiring toward long-term talent engagement.
Leverage TA analytics and market intelligence to identify talent trends, hiring risks and opportunities, and provide actionable insights to business and HR leadership.
Establish and continuously improve TA governance, processes, systems and operating standards to enhance recruitment effectiveness, scalability and quality.
Employer Branding & Talent Attraction
Own and drive the company's Employer Branding and Talent Attraction strategy, strengthening its positioning as an employer of choice among targeted talent segments.
Translate the company's Employee Value Proposition (EVP) into differentiated talent narratives, campaigns and experiences across relevant candidate touchpoints.
Develop an integrated employer branding roadmap across digital channels, talent communities, universities, industry networks and strategic partnerships.
Partner with internal stakeholders to ensure a consistent and authentic employer brand experience throughout the employee and candidate journey.
Use external talent insights, candidate feedback and employer brand data to continuously strengthen the company's talent proposition and market competitiveness.
Strategic Talent Pipeline & Young Talent
Define the strategy for Young Talent Programs, including graduate, trainee, internship and other early-career initiatives, building sustainable pipelines for future capability and leadership needs.
Build strategic partnerships with universities, professional communities and external organizations to strengthen access to priority talent segments.
Identify critical and emerging talent pools and develop long-term engagement strategies to strengthen the company's future talent pipeline.
Evaluate program effectiveness and talent outcomes to ensure Young Talent investments contribute to longer-term workforce and succession needs.
Leadership, Partnership & Capability Building
Lead, coach and develop the Talent Acquisition & Employer Branding team, building strong functional capabilities, ownership and high performance.
Establish strong partnerships with senior leaders, HR Business Partners and other People functions to ensure TA priorities remain closely connected with the broader People and business agenda.
Manage key external recruitment, employer branding and talent partners, ensuring quality, effectiveness and return on investment.
Champion innovation and continuous improvement across Talent Acquisition and Employer Branding, bringing external best practices and new approaches into the organization.
Represent the company in relevant talent communities, employer branding platforms and strategic external partnerships.