Talent Acquisition Assoc Manager

Overview This role needs someone who can run a high-performing TA team while still staying close to the business by owning a slate of senior and critical mandates. You’ll steer stakeholder alignment, enforce process discipline, raise the bar on candidate quality, and shape how the function shows up across markets. Responsibilities Lead, coach, and develop a TA team that delivers consistently and grows in capability. Manage end-to-end hiring for senior and hard-to-fill roles, including market mapping, direct sourcing, and offer strategy. Partner with global and regional leaders to understand business priorities and convert them into sharp hiring plans. Build a culture of process adherence across the team from requisition intake to onboarding. Strengthen data discipline and drive actions based on funnel metrics, ageing, talent pipelines, and capacity planning. Act as the escalation point for business leaders and keep alignment steady even in ambiguous or high-pressure situations. Improve hiring workflows, reduce cycle time, and ensure every recruiter follows TA standards. Run weekly talent reviews with the business and ensure visibility of progress, risks, and dependencies. Shape talent attraction initiatives with insights on competitor talent, market realities, and messaging that resonates. Push continuous improvement across recruiting tools, systems, and stakeholder experience. Qualifications 10+ years of strong Talent Acquisition experience across complex, high-growth environments. Strong experience leading recruiters in a fast-moving, multi-market setup. A track record of closing senior and niche roles through direct sourcing. Confident stakeholder management at Director and VP levels. Ability to coach, inspire, and raise performance across a team. Strong grip on data, hiring metrics, and operational rigor. Strong understanding of the latest hiring tools and techniques including AI-driven sourcing. Someone who thrives in ambiguity and keeps the team focused on outcomes. Track and analyze recruitment metrics (e.g., time-to-find, offer acceptance rates, and candidate experience scores) and identify areas for improvement in team performance and overall recruitment outcomes. Generate data-driven reports to provide insights and recommendations for recruitment improvements. Leverage external labor market data to optimize hiring strategies based on industry trends. Identify bottlenecks and recruitment inefficiencies, define actionable solutions for improvement with Global H2O Process team.