Sr. Manager, Global Talent Acquisition Compliance - job 7 of 34

The Sr. Manager of Global Talent Acquisition Compliance at Visa is responsible for developing and implementing compliance programs to ensure adherence to local and international regulations. This includes monitoring recruitment processes, providing training on compliance-related topics, and collaborating with departments such as legal and HR to ensure alignment with organizational policies. The role also involves managing risks associated with AI technologies in hiring, conducting audits, and maintaining dashboards to track compliance issues.

To qualify for the Sr. Manager, Global Talent Acquisition Compliance at Visa, candidates should have extensive experience in compliance and governance within talent acquisition, a strong understanding of AI and machine learning technologies, and in-depth knowledge of compliance-related laws. Strong analytical skills, the ability to manage relationships with external stakeholders, and excellent communication skills are also essential for effectively executing the responsibilities of this role.

Visa ensures ethical hiring practices through the Sr. Manager of Global Talent Acquisition Compliance by developing and implementing comprehensive compliance policies that adhere to anti-discrimination laws and data privacy regulations. By providing guidance and training to talent acquisition teams, regularly auditing recruitment processes, and collaborating with legal and HR, the Sr. Manager helps maintain high ethical standards throughout the hiring process.

AI and technology play a critical role in the Sr. Manager, Global Talent Acquisition Compliance position at Visa by shaping how compliance risks are identified and managed in recruitment processes. The Sr. Manager will be responsible for ensuring that AI systems used in hiring adhere to relevant laws and ethical standards, leading to a more informed and compliant hiring strategy.

The team dynamics for the Sr. Manager, Global Talent Acquisition Compliance role at Visa are collaborative and supportive. You will engage with various departments such as HR, legal, and risk management, ensuring alignment on compliance practices. The culture encourages open communication and teamwork as you work together to maintain ethical hiring standards across the organization.

To develop a compliance program for talent acquisition, I would start by conducting a thorough assessment of existing policies and recruitment processes against local and international regulations. Then, I would collaborate with legal and HR teams to design a framework that addresses identified gaps, followed by creating training materials and providing sessions for talent acquisition staff to ensure proper understanding of compliance requirements.

Monitoring and auditing recruitment processes involves creating a structured approach to regularly review practices against compliance checklists and dashboards I've developed. This can include both qualitative and quantitative metrics, and I would engage with hiring teams to gather feedback, ensuring any discrepancies are promptly addressed through corrective actions.

In a previous role, I discovered a compliance violation related to a recruitment advertisement that included discriminatory language. I immediately initiated an investigation, collaborated with the HR team to address the issue, and provided comprehensive training on compliance standards. We revised the ad and implemented more robust review processes moving forward.

I would use a mix of interactive workshops, e-learning modules, and real-life case studies to educate talent acquisition teams on compliance. Encouraging discussions and role-playing scenarios helps reinforce key concepts, while also being proactive in creating accessible resources for ongoing learning.

Measuring the effectiveness of compliance initiatives can be achieved by tracking compliance metrics, analyzing audit results, and soliciting feedback from the talent acquisition teams. Gathering this data over time provides insights into how well our compliance efforts are being implemented and highlights areas in need of improvement.

Trends shaping compliance in global talent acquisition include increased regulatory scrutiny on data privacy and ethical AI usage. Organizations are focusing more on transparency in hiring practices, which includes conducting thorough audits and ensuring hiring processes are inclusive and bias-free.

Handling disagreements requires open communication and a solution-oriented approach. I would set up a meeting to discuss differing viewpoints and align on compliance priorities based on data and organizational goals, ensuring that every voice is heard while steering toward a cohesive solution.

Collaboration is crucial in compliance strategies, as it ensures that different departments are aligned on their responsibilities. I prioritize building strong relationships across teams, like HR and legal, to streamline compliance initiatives and create a culture that values ethical hiring practices throughout the organization.

I make it a priority to stay updated on compliance regulations by participating in industry conferences, subscribing to relevant publications, and engaging with professional networks with experts. Additionally, regularly reviewing legal updates and best practices enables me to continually enhance our compliance framework.

To navigate compliance challenges related to AI in hiring, I would first ensure that our AI systems are regularly audited for bias and alignment with regulations. Implementing transparent guidelines for AI use in hiring decisions and engaging in continuous training for recruitment teams would also be integral in minimizing risks while optimizing effectiveness.