Sr. Manager, Global Talent Acquisition Compliance - job 13 of 34

The Sr. Manager of Global Talent Acquisition Compliance at Visa will be responsible for developing and implementing compliance programs, monitoring recruitment processes, providing training, and collaborating with key departments to ensure adherence to legal standards and ethical hiring practices.

Candidates for the Sr. Manager position at Visa should have extensive knowledge of compliance laws, talent acquisition strategies, and experience in risk management. A strong understanding of AI technologies and their compliance implications is also important.

The Sr. Manager will ensure compliance by monitoring and auditing recruitment practices, providing ongoing training to the talent acquisition team, and developing metrics to track compliance performance against established standards.

Collaboration is essential for the Sr. Manager role at Visa, as they will work closely with legal, HR, and other departments to align recruitment practices with regulatory requirements and organizational policies.

Yes, the Sr. Manager role at Visa offers opportunities for professional growth, as it involves staying updated on industry trends and enhancing the compliance framework, which can lead to further career advancements within the company.

I would focus on developing comprehensive compliance programs, regular training sessions for the team, and frequent audits of recruitment practices to proactively identify and address potential compliance issues.

I subscribe to relevant legal and HR publications, attend industry conferences, and engage with professional networks to remain updated on compliance laws and best practices impacting talent acquisition.

In my previous role, I identified a non-compliance risk related to data privacy and implemented a training program that educated the talent acquisition team on data handling practices, successfully reducing incidents by over 50%.

I believe tracking metrics such as the number of audits completed, compliance training participation rates, and timely resolution of compliance issues are crucial for understanding compliance performance and areas needing improvement.

I would first conduct a thorough investigation to understand the circumstances, followed by a discussion with the employee on the issue. Depending on the severity, I would implement corrective actions while also assessing ways to prevent similar incidents in the future.

Ethical hiring is fundamental to compliance, as it ensures that recruitment practices align with legal standards and promote fairness, diversity, and inclusion across the workforce, which helps mitigate risks involved in the hiring process.

I foster collaboration by establishing clear communication channels, inviting input from all relevant teams during compliance strategy development, and holding regular cross-department meetings to ensure alignment and gather feedback.

Challenges can include varying legal requirements across regions, keeping up with the pace of regulatory changes, and addressing cultural differences that may impact compliance strategies and practices.

Technology can streamline recruitment processes, enhance data tracking for compliance, and help identify potential risks. AI tools can provide analytics that support compliance decision-making while improving efficiency and reducing human error.

I am drawn to Visa because of its commitment to integrity and ethical practices. The opportunity to shape compliance strategies at a global level excites me, as I am passionate about fostering an inclusive hiring culture while ensuring regulatory adherence.