Sr. Manager, Global Talent Acquisition Compliance - job 18 of 34

As the Sr. Manager, Global Talent Acquisition Compliance at Visa, your key responsibilities include developing and implementing compliance programs, auditing recruitment processes for adherence to legal standards, and training talent acquisition teams on compliance issues. You will also monitor AI usage within talent acquisition to ensure regulatory compliance, lead investigations into compliance violations, and serve as a subject matter expert on global hiring practices.

To qualify for the Sr. Manager, Global Talent Acquisition Compliance position at Visa, candidates typically need a strong background in compliance, HR, or legal fields. A Bachelor’s degree is generally expected, alongside substantial experience in talent acquisition compliance and governance. In-depth knowledge of AI technologies and the ability to navigate complex regulatory environments is essential to excel in this role.

Visa ensures compliance in its talent acquisition processes through the development of rigorous compliance programs, regular monitoring and auditing of recruitment practices, and comprehensive training for staff on relevant regulations. Collaboration with legal and governance departments is also crucial to align recruitment efforts with internal and external standards.

AI plays a critical role in the Sr. Manager, Global Talent Acquisition Compliance position at Visa, as it involves understanding and managing ethical considerations and regulatory requirements associated with AI systems. You will lead the implementation and monitoring of AI technologies in recruitment, ensuring they comply with legal standards and effectively mitigate related risks.

Visa offers various career development opportunities for the Sr. Manager, Global Talent Acquisition Compliance, including access to training programs, professional development workshops, and mentorship from senior leaders. With a focus on continuous learning and industry best practices, Visa supports your growth as a compliance expert in global talent acquisition.

To monitor compliance in recruitment processes, I would implement regular audits and create dashboards tracking compliance metrics. Additionally, fostering open communication within the team about compliance issues and providing ongoing training sessions can help to instill a culture of compliance.

In my previous roles, I've developed and executed compliance programs that specifically address both local and international laws affecting talent acquisition. This experience has equipped me to understand the nuances of various regulations and to ensure recruitment practices meet all necessary compliance benchmarks.

If a compliance violation occurs, the first step is to conduct a thorough investigation to understand the circumstances surrounding the incident. After identifying the root causes, I would implement corrective actions and ensure that affected parties receive the appropriate training and support to prevent future occurrences.

Training is vital in ensuring compliance; it equips team members with necessary knowledge regarding laws and policies affecting recruitment. Regular training sessions not only inform staff of updates but also foster a culture of awareness and responsibility toward compliance.

To stay updated with changes in compliance laws and regulations, I actively participate in industry webinars, subscribe to legal and compliance-related publications, and engage with professional networks that focus on compliance in talent acquisition. This ensures I remain informed of new developments that could affect our practices.

Key metrics for tracking compliance include the number of audit findings, the response time for compliance issues, the completion rate of compliance training for staff, and the diversity statistics of candidates sourced. These metrics help gauge the effectiveness of compliance programs and identify areas for improvement.

I prioritize proactive collaboration by scheduling regular meetings with legal and HR teams to discuss compliance objectives and potential legislative changes. Joint efforts in training and policy-making allow us to ensure that talent acquisition practices align with organizational standards and legal requirements.

My approach to ethical hiring practices involves developing clear guidelines that emphasize fairness and transparency. I advocate for diverse hiring panels and inclusive language in job descriptions, ensuring we mitigate biases throughout the recruitment process.

AI has the potential to significantly impact compliance by automating processes and providing data analysis for better decision-making. However, it also raises new compliance challenges that must be managed carefully, particularly concerning data privacy and algorithmic bias.

A successful compliance program in a global talent acquisition context is adaptable, well-communicated, and regularly updated to reflect changing regulations. It should incorporate multi-faceted training, strong audit practices, and a commitment to ethical hiring to ensure alignment across different regions.