Senior Manager, Talent Acquisition - North America & LATAM

LivaNova • Houston, TX

9d

About The Position

The Senior Manager, Talent Acquisition is a senior people leader and strategic advisor responsible for delivering scalable, compliant, and financially disciplined talent acquisition outcomes across North America & LATAM. This role leads a team of recruiters and TA professionals, drives modernization of TA capabilities, and partners closely with business, HR, and Finance leaders to ensure hiring decisions enable growth, operational effectiveness, and risk mitigation. The Senior Manager is accountable for setting expectations, holding direct reports accountable, and elevating the role of TA from transactional execution to strategic enablement.

Requirements

• Senior people leader
• Strategic advisor
• Responsible for delivering scalable, compliant, and financially disciplined talent acquisition outcomes across North America & LATAM
• Leads a team of recruiters and TA professionals
• Drives modernization of TA capabilities
• Partners closely with business, HR, and Finance leaders
• Accountable for setting expectations, holding direct reports accountable, and elevating the role of TA from transactional execution to strategic enablement
• Directly manages and develops Talent Acquisition team members
• Accountable for performance, capacity management, and capability growth
• Establishes clear expectations for requisition load, prioritization, and delivery outcomes
• Actively manages recruiter capacity and workload
• Maintains readiness to step in and personally manage a limited full life cycle requisition load
• Holds direct reports accountable for timely and high-quality candidate slates
• Holds direct reports accountable for adherence to discovery, governance, and compliance standards
• Holds direct reports accountable for data accuracy, reporting discipline, and system adoption
• Coaches and develops direct reports to operate as consultative talent advisors
• Identifies skill gaps and creates targeted development plans aligned to modern TA competencies
• Builds bench strength and succession readiness within the TA team
• Addresses performance issues decisively, using data and clear expectations
• Operates as a strategic advisor to hiring leaders, HRBPs, and functional leadership
• Partners closely with business leaders
• Aligns hiring demand to business objectives, workforce plans, and financial constraints
• Provides talent market insight to influence role design, prioritization, and timing
• Challenges assumptions and recalibrates expectations
• Represents TA as a thought partner
• Influences decision-making through data, market intelligence, and structured discovery
• Accountable for elevating and modernizing how Talent Acquisition operates
• Embeds discovery-led hiring practices
• Drives adoption of modern TA tools, workflows, and analytics
• Sets consistent operating rhythms
• Expands the role of recruiters
• Reinforces accountability to enterprise outcomes: cost, quality, compliance, and experience
• Champions continuous improvement and experimentation within governance guardrails
• Works closely with HRBPs, Finance, Total Rewards, HRIS, Legal, and functional leaders
• Collaborates with Finance on RF1 hiring, prioritization, and cost discipline
• Ensures TA initiatives and behaviors support broader HR and business strategies
• Ability to hold people accountable with clarity and fairness
• Ability to influence without authority
• Ability to set and protect standards during periods of pressure or change
• Ability to balance empathy with decisiveness
• Ability to lead with data, discipline, and credibility

Nice To Haves

• Recruiters understand why roles matter, how success is measured, and how their work contributes to business outcomes.
• TA is viewed as a value-adding business function, not a downstream service.
• The TA team evolves with the business and stays aligned to modern enterprise standards.

Responsibilities

• Directly manages and develops Talent Acquisition team members and is accountable for performance, capacity management, and capability growth.
• Establishes clear expectations for requisition load, prioritization, and delivery outcomes for each direct report.
• Actively manages recruiter capacity and workload to ensure RF1 and business-critical roles receive appropriate focus, requisition volume is balanced and sustainable, and service levels align to role criticality and business need.
• Maintains readiness to step in and personally manage a limited full life cycle requisition load when business-critical demand, volume spikes, recruiter capacity gaps, or transition risk require additional leadership coverage.
• Holds direct reports accountable for timely and high-quality candidate slates, adherence to discovery, governance, and compliance standards, and data accuracy, reporting discipline, and system adoption.
• Coaches and develops direct reports to operate as consultative talent advisors, not order-takers.
• Identifies skill gaps and creates targeted development plans aligned to modern TA competencies, including market intelligence, discovery, stakeholder influence, and data usage.
• Builds bench strength and succession readiness within the TA team.
• Addresses performance issues decisively, using data and clear expectations.
• Operates as a strategic advisor to hiring leaders, HRBPs, and functional leadership.
• Partners closely with each business leader supported by the TA team to align hiring demand to business objectives, workforce plans, and financial constraints.
• Provides talent market insight to influence role design, prioritization, and timing.
• Challenges assumptions and recalibrates expectations when market or budget realities change.
• Represents TA as a thought partner in conversations about growth, risk, and operational continuity.
• Influences decision-making through data, market intelligence, and structured discovery.
• Elevates and modernizes how Talent Acquisition operates.
• Embeds discovery-led hiring practices across the team, replacing transactional intake behaviors.
• Drives adoption of modern TA tools, workflows, and analytics to improve speed and quality of hire, transparency and decision-making, and recruiter efficiency and scalability.
• Sets consistent operating rhythms, including discovery checkpoints, prioritization cadence, and performance reviews.
• Expands the role of recruiters to include market and talent intelligence sharing, financial and RF1 awareness, and early risk identification and escalation.
• Reinforces accountability to enterprise outcomes: cost, quality, compliance, and experience.
• Champions continuous improvement and experimentation within governance guardrails.
• Works closely with HRBPs, Finance, Total Rewards, HRIS, Legal, and functional leaders to deliver integrated talent solutions.
• Collaborates with Finance on RF1 hiring, prioritization, and cost discipline.
• Ensures TA initiatives and behaviors support broader HR and business strategies.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed