Sr. Manager, Global Talent Acquisition Compliance - job 9 of 34

As the Sr. Manager, Global Talent Acquisition Compliance at Visa, your primary responsibilities include developing and implementing compliance programs, monitoring recruitment processes, training staff on compliance-related topics, and managing compliance risks. You will collaborate with legal and HR departments, conduct audits, lead investigations, and ensure adherence to local and international laws.

Candidates for the Sr. Manager, Global Talent Acquisition Compliance position at Visa should have extensive experience in talent acquisition compliance, governance, and risk management. A deep understanding of relevant laws, strong analytical skills, and prior experience in collaboration with legal and HR teams are essential, along with expertise in AI and machine learning compliance.

Visa promotes ethical hiring practices through comprehensive training for its talent acquisition teams, aligning recruitment practices with internal policies and regulatory requirements, and developing compliance programs that reflect changes in laws. The Sr. Manager of Global Talent Acquisition Compliance plays a critical role in maintaining these standards.

The Sr. Manager at Visa will use dashboards to track key audit and compliance issues, as well as develop metrics and reporting systems that monitor compliance performance over time. This data-driven approach helps identify areas for improvement and ensure effective risk management.

AI and machine learning are significant in the Sr. Manager role as these technologies pose unique compliance challenges. The position requires overseeing the ethical deployment of AI systems in recruitment, understanding regulatory requirements, and mitigating risks associated with automated hiring processes.

When discussing experience in global talent acquisition compliance, focus on specific roles where you've developed compliance programs, conducted audits, and collaborated with different departments. Highlight any metrics you've used to track compliance and showcase how your initiatives led to measurable improvements.

To stay updated on compliance regulations, utilize multiple sources such as government websites, legal updates, industry publications, and professional networks. You can mention any specific organizations or conferences that you follow to keep your knowledge current, demonstrating your commitment to professional growth in compliance.

In preparing training strategies, consider incorporating interactive sessions, real-world case studies, and ongoing education. Make training engaging by including various formats such as workshops and e-learning modules, enabling your team to grasp essential compliance topics effectively.

Metrics are essential for identifying trends and areas for compliance improvement. Discuss how you would leverage data to assess the effectiveness of compliance programs and guide adjustments as necessary. Provide examples of metrics you've used in the past to drive changes in recruitment practices.

When handling a compliance violation, it's critical to conduct a thorough investigation while remaining transparent. Outline your process of identifying the issues, implementing corrective actions, and possibly revising policies to prevent future occurrences. Emphasize the importance of learning from violations to strengthen compliance frameworks.

To ensure ethical considerations in AI-driven recruitment, establish guidelines and frameworks that prioritize transparency, fairness, and data protection. Discuss your experience in overseeing AI deployments and how you collaborate with technology teams to assess ethical compliance as part of the recruitment process.

Share a specific example of a compliance program you've initiated, detailing the steps you took to develop it, key challenges faced, and how you measured its success. Be specific about the outcomes and improvements in your organization’s compliance standing as a result.

Anticipate challenges such as keeping up with rapidly changing regulations, managing cross-departmental collaboration, and integrating technology while ensuring compliance. Discuss how proactive strategies, ongoing training, and open communication can help mitigate these challenges in your role.

To evaluate training effectiveness, consider using feedback surveys, assessments before and after training, and tracking compliance metrics. Share examples of how you've used evaluator feedback to refine training sessions, ensuring that they meet learning objectives and compliance standards.

Collaboration is fundamental in talent acquisition compliance. Discuss how you engage with legal, HR, and technology teams to align objectives and practices. Highlight your experience in facilitating meetings and discussions that foster a culture of compliance within the organization.