Sr. Manager, Global Talent Acquisition Compliance - job 4 of 34

The Sr. Manager of Global Talent Acquisition Compliance at Visa has a multifaceted role that includes developing and implementing compliance programs, monitoring and auditing recruitment processes, training staff on crucial compliance topics, and collaborating with various departments to ensure ethical hiring practices. You’ll also manage risks associated with talent acquisition and use your expertise in AI and machine learning to ensure our systems comply with relevant regulations.

To excel as the Sr. Manager, Global Talent Acquisition Compliance at Visa, candidates should possess substantial knowledge of talent acquisition regulations, both local and international. Strong experience in compliance and risk management is essential, along with familiarity with AI technologies and ethics in hiring. Additional qualifications typically include relevant certifications and degrees in HR, law, or compliance.

The Sr. Manager, Global Talent Acquisition Compliance plays a crucial role in shaping Visa's hiring strategy by ensuring that all talent acquisition processes adhere to legal and ethical standards. Their work in developing compliance programs and conducting audits directly impacts our ability to recruit top talent while minimizing risks associated with non-compliance and enhancing our organizational reputation in the market.

In the role of Sr. Manager, Global Talent Acquisition Compliance at Visa, you will provide thorough training to talent acquisition teams on various compliance-related topics. This includes anti-discrimination laws, data privacy issues, and ethical hiring practices, ensuring the teams are well-equipped to adhere to regulations during recruitment and mitigate risks effectively.

Visa ensures compliance in its AI and talent acquisition processes through rigorous monitoring and auditing, led by the Sr. Manager, Global Talent Acquisition Compliance. This role involves implementing policy frameworks that align with regulatory requirements, collaborating with cross-functional teams to audit AI systems, and managing potential compliance risks linked to technology in recruitment.

When answering this question, highlight specific compliance programs you've developed or implemented and share the outcomes of those initiatives. Discuss any challenges faced and how you overcame them, ensuring to mention any compliance frameworks you’re familiar with.

Demonstrate your proactive approach here by discussing the resources you utilize—such as legal publications, industry newsletters, and attending workshops or webinars—to stay informed about compliance-related updates in recruitment policies, both locally and internationally.

Discuss specific training methods you’ve successfully utilized, such as workshops, e-learning modules, or one-on-one sessions. Highlight the importance of clear communication and practical examples in training to ensure staff comprehends and retains compliance information.

Explain the metrics and Key Performance Indicators (KPIs) you’ve used to evaluate compliance program effectiveness. This might include audit results, compliance incident reports, or staff feedback from training sessions—reinforcing the need for continuous improvement.

Provide a real-world example by outlining the situation, your investigation process, the corrective actions taken, and what impact it had on the compliance environment. This showcases your problem-solving skills and your ability to lead from the front.

Articulate your understanding of ethical considerations such as fairness, transparency, and inclusivity in recruitment. Discuss how these values influence hiring practices and contribute to building a diverse and effective workforce.

Discuss the importance of understanding both the technical and regulatory elements of AI tools. Explain how you would collaborate with legal and technical teams to ensure any new technologies comply with regulations and do not introduce bias into the recruitment process.

Highlight the collaborative nature of compliance efforts, mentioning how partnerships with legal, HR, and IT departments are crucial in aligning recruitment practices with broader organizational policies, thereby fostering a comprehensive compliance culture.

Explain your approach to preparation and transparency when facing audits. Mention how you ensure that all documentation is up to date, aspects are well understood, and that team members are trained to respond effectively to questions posed by auditors.

Articulate a structured approach: identifying the risk, assessing its potential impact, notifying key stakeholders, and initiating corrective measures. Emphasize your commitment to continuous improvement and the importance of learning from risks to strengthen future compliance.