Sr. Manager, Global Talent Acquisition Compliance - job 15 of 34

As the Sr. Manager, Global Talent Acquisition Compliance at Visa, your primary responsibilities include developing global compliance programs, monitoring recruitment processes for conformity with laws, and providing training to talent acquisition teams on various compliance topics. You'll also collaborate with legal and HR departments, create compliance dashboards, and manage the risk of AI usage in recruitment.

For the Sr. Manager, Global Talent Acquisition Compliance position at Visa, strong expertise in compliance, governance, and risk management is essential. Candidates should possess a deep understanding of anti-discrimination laws, data privacy regulations, and have experience with AI applications. A background in HR or legal compliance is preferred, accompanied by excellent communication and training skills.

The Sr. Manager of Global Talent Acquisition Compliance at Visa plays a crucial role in fostering ethical hiring practices by implementing compliance programs and providing training that emphasizes anti-discrimination laws and ethical guidelines. This ensures that all recruitment efforts uphold the highest standards of integrity and fairness across the organization.

AI has a significant role in the Sr. Manager of Global Talent Acquisition Compliance position at Visa as it assists in streamlining recruitment processes. This position will oversee the auditing of AI tools to ensure they conform to legal standards while mitigating risks associated with their use, thereby combining innovative recruitment strategies with strict compliance.

The hybrid work model for the Sr. Manager, Global Talent Acquisition Compliance at Visa allows for a flexible working schedule. While specific in-office days will be confirmed by your hiring manager, you can expect a combination of remote work and collaborative days in the office, fostering both productivity and team engagement.

To ensure compliance in talent acquisition processes, I would implement robust compliance programs tailored to specific local and international laws. Additionally, regular audits and assessments of recruitment practices, combined with comprehensive training programs for the talent acquisition team, are essential to mitigate risks effectively.

Staying updated with changes in compliance regulations involves subscribing to industry newsletters, participating in professional associations, and attending webinars or conferences focused on HR compliance. Engaging with thought leaders in the field and establishing a network can also provide insights into emerging trends.

My experience with risk management in recruitment includes identifying potential compliance risks during the hiring process, monitoring recruitment practices, and implementing corrective actions when necessary. I have developed risk assessment frameworks that allow teams to proactively address issues before they impact organizational compliance.

I would approach training teams on compliance-related topics by conducting interactive workshops that emphasize real-world scenarios, ensuring that the learning is practical and relatable. Additionally, I would provide accessible resources, such as quick reference guides and e-learning modules, to reinforce training concepts.

Data privacy is crucial in talent acquisition compliance as it governs how candidate information is collected, stored, and used. I prioritize implementing stringent data protection policies and educate the team on data privacy laws to ensure we handle candidates' personal information responsibly and ethically.

To assess the compliance of AI tools used in recruitment, I conduct regular audits to compare their functionalities against existing legal standards, ensuring they do not inadvertently introduce bias or violate hiring regulations. Establishing a compliance checklist for AI technologies is crucial for maintaining transparency and accountability.

One compliance challenge I faced involved a misalignment between our recruitment practices and new legislative changes regarding anti-discrimination laws. I worked closely with the HR team to revise our processes, implement new training sessions for staff, and ensure that our compliance policies were updated and communicated effectively.

I utilize metrics such as the number of compliance breaches, training completion rates, and feedback from audits to evaluate compliance performance in talent acquisition. Tracking these metrics over time enables us to identify trends, enhance our practices, and adapt to changing regulations.

Building relationships with regulatory agencies involves regular communication, attending industry events, and proactively engaging in discussions surrounding compliance best practices. These relationships enable us to remain informed about regulatory updates and foster a collaborative approach toward compliance.

To ensure ethical hiring practices are upheld, I implement comprehensive compliance training for teams, establish clear guidelines based on best practices, and regularly audit recruitment processes to identify potential biases. I also advocate for transparency in recruitment decisions, fostering a culture of accountability and integrity.