Sr. Manager - Global Sourcing (Talent Acquisition) Job Description Template
The Sr. Manager - Global Sourcing (Talent Acquisition) leads the global talent sourcing initiatives, ensuring the organization attracts the best candidates worldwide. This role involves strategic planning, relationship building, and continuous improvement of sourcing techniques to support the company's talent acquisition goals.
Responsibilities
- Develop and execute global sourcing strategies to identify and attract top talent.
- Collaborate with hiring managers and HR leaders to understand talent needs and align sourcing efforts.
- Build and maintain relationships with external partners, including recruitment agencies and professional networks.
- Leverage data analytics to monitor sourcing effectiveness and identify areas for improvement.
- Manage and develop a team of sourcing specialists.
- Ensure compliance with local laws and regulations related to talent acquisition.
- Drive diversity and inclusion efforts in the sourcing process.
- Continuously improve sourcing processes and tools to enhance efficiency and effectiveness.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 8+ years of experience in talent acquisition or sourcing, with at least 3 years in a leadership role.
- Proven track record of developing and implementing successful global sourcing strategies.
- Strong understanding of recruitment processes and tools.
- Excellent communication and interpersonal skills.
- Experience working in a global, multicultural environment.
- Ability to analyze data and make data-driven decisions.
- Proven ability to manage and develop teams.
Skills
- Talent Acquisition
- Global Sourcing
- Data Analytics
- Recruitment Tools (e.g., ATS)
- Leadership
- Communication
- Relationship Building
- Diversity and Inclusion
- Compliance
- Process Improvement
Frequently Asked Questions
A Sr. Manager - Global Sourcing in Talent Acquisition is responsible for leading and overseeing the strategic direction and processes for sourcing talent globally. This role includes developing innovative sourcing strategies, managing a team of sourcers, collaborating with hiring managers, and ensuring a diverse and qualified candidate pool. They also utilize data-driven insights to optimize recruitment processes and enhance employer branding internationally.
To become a Sr. Manager - Global Sourcing in Talent Acquisition, one typically needs a bachelor's degree in human resources, business administration, or a related field. Significant experience in talent acquisition or recruitment, along with proven leadership and strategic management abilities, is essential. Additionally, having a strong understanding of global recruitment trends and experience in creating effective sourcing strategies can be beneficial. Professional certifications in HR may enhance opportunities.
The average salary for a Sr. Manager - Global Sourcing in Talent Acquisition can vary widely based on location, industry, and company size. However, senior managers in this role can expect competitive compensation that reflects their experience and skill level. In addition to the base salary, individuals might also receive bonuses and benefits, which can influence the overall earning potential. Researching industry salary reports can provide more specific insights.
For a Sr. Manager - Global Sourcing in Talent Acquisition, a degree in human resources or a related field is common. Ample experience in talent acquisition and a proven track record of successful global sourcing is crucial. Effective communication, leadership skills, and the ability to drive strategic initiatives are also important. Additional qualifications may include expertise in recruitment technologies and familiarity with international labor laws.
A Sr. Manager - Global Sourcing in Talent Acquisition must possess exceptional leadership skills, strategic thinking abilities, and a deep understanding of global talent markets. Responsibilities include managing and developing sourcing teams, building relationships with key stakeholders, and crafting innovative sourcing strategies. Proficiency in data analysis to measure and improve recruitment impacts, along with excellent communication skills for stakeholder collaboration, are also essential.