Sr. Manager, Global Talent Acquisition Compliance - job 16 of 34

As a Sr. Manager, Global Talent Acquisition Compliance at Visa, you will be responsible for developing and implementing compliance programs that adhere to local and international regulations. You will monitor recruitment processes, conduct audits, and collaborate with various departments to ensure ethical hiring practices. Additionally, providing training to talent acquisition teams and managing AI systems compliance will be crucial to your role.

A successful candidate for the Sr. Manager, Global Talent Acquisition Compliance at Visa should possess in-depth knowledge of laws and regulations related to recruitment, as well as experience in compliance audits. A strong background in AI and machine learning technologies is essential, along with excellent communication and leadership skills to effectively manage teams and collaborate with various departments.

Visa ensures compliance in its talent acquisition processes by establishing robust compliance programs and regularly monitoring recruitment practices. The Sr. Manager of Global Talent Acquisition Compliance will spearhead audits, provide training on compliance topics, and collaborate with legal and HR departments to ensure all practices align with regulatory requirements.

The Sr. Manager, Global Talent Acquisition Compliance role at Visa is a hybrid position, combining both remote and in-office work. The specific expectation of days spent in the office will be confirmed by your hiring manager, allowing for flexibility while ensuring team collaboration.

As a Sr. Manager, Global Talent Acquisition Compliance at Visa, you will have the opportunity to provide training and guidance to your talent acquisition teams on compliance-related topics. Additionally, you'll likely have access to ongoing education programs and resources to stay abreast of industry trends and regulatory changes.

When asked about your experience with compliance programs in talent acquisition, be sure to highlight relevant roles where you've developed and implemented policies. Discuss specific achievements, like successful audits you led or compliance training sessions you facilitated.

In response to handling a compliance violation in the recruitment process, explain the steps you would take: first, investigating the issue thoroughly, then collaborating with legal and HR teams to implement corrective actions, and finally, enhancing training to prevent future issues.

Discuss strategies such as establishing regular compliance training sessions, creating dashboards to track compliance metrics, and conducting frequent audits to adapt and adjust policies as needed to stay aligned with regulatory changes.

When asked about AI in recruitment and compliance, share any specific projects you've worked on that involved implementing AI-driven solutions. Talk about your understanding of regulatory requirements and how you've collaborated with teams to ensure compliance in those systems.

To ensure collaboration, explain your approach to fostering strong relationships through regular communication, joint training sessions, and involving legal representatives in the development of compliance programs to align interests and drive ethical hiring practices.

Key metrics for tracking compliance performance can include the number of audits conducted, resolution rates of compliance issues, completion rates of compliance training, and feedback from talent acquisition teams on policy effectiveness. Highlight how you’d use these metrics for continuous improvement.

Creating compliance training programs requires an understanding of specific needs within your organization. Explain how you would assess knowledge gaps, develop engaging training materials, and include real-world scenarios to enhance learning experiences for recruitment staff.

Documentation is critical in maintaining compliance as it provides a record of processes, decisions, and audits. Discuss how you would implement robust documentation practices to track compliance efforts, ensuring all personnel are informed and accountable.

When sharing an example, detail a specific situation where you identified a gap in compliance processes and successfully implemented changes. Focus on the measurable outcomes and how those improvements impacted overall recruitment quality and compliance standards.

To stay updated on changes in talent acquisition laws and regulations, describe the resources you use, such as professional organizations, online courses, webinars, and networking with compliance professionals. Emphasize your commitment to continuous learning and industry awareness.