Sr. Manager, Global Talent Acquisition Compliance - job 14 of 34

The Sr. Manager of Global Talent Acquisition Compliance at Visa is responsible for developing compliance programs, auditing recruitment processes, providing training on compliance topics, and collaborating with various departments to uphold ethical hiring practices. This role involves monitoring compliance with local and international regulations while ensuring integration with the organization's policies.

Candidates for the Sr. Manager of Global Talent Acquisition Compliance role at Visa should have a solid understanding of compliance laws and regulations, especially in the realm of talent acquisition. In-depth knowledge of AI and machine learning technologies along with experience in risk management is essential. A background in HR or legal compliance is preferred, and strong communication and training skills are necessary.

The Sr. Manager ensures adherence to laws and regulations by developing and implementing compliance programs and policies. Regular monitoring and auditing of recruitment practices help identify compliance risks, while collaboration with legal and HR departments ensures that recruitment practices align with regulatory requirements.

AI plays a significant role in the Sr. Manager of Global Talent Acquisition Compliance position. The individual will lead the selection and implementation of AI systems, ensuring they comply with relevant laws and ethical standards. This includes continuous monitoring of AI-related risks and making necessary adjustments to the compliance framework.

The Sr. Manager will have access to various professional development opportunities, including training sessions on compliance-related topics, participation in industry conferences, and collaborations with leading experts in talent acquisition compliance and governance, enhancing skills and knowledge in the field.

To maintain compliance in global talent acquisition, I would develop comprehensive compliance programs tailored to specific regulations in different regions. I would also establish a regular auditing schedule to identify and mitigate risks while providing ongoing training to staff to ensure they are aware of compliance requirements.

I have a robust background in auditing recruitment processes, where I ensure they align with compliance regulations. This involves conducting regular reviews to identify risks, documenting findings, and collaborating with teams to implement corrective actions as needed.

I stay updated with the latest regulations through continuous education, subscribing to industry publications, participating in relevant workshops, and networking with professionals in the compliance field. This proactive approach helps me anticipate and adapt to changes impacting talent acquisition.

Collaboration is crucial for effective compliance. I prioritize building strong relationships with legal, HR, and other departments, ensuring all areas align on compliance strategies. This collaboration fosters a culture of ethical hiring and helps mitigate risks effectively.

I would approach training through interactive workshops and engaging materials that simplify complex compliance topics. Real-world scenarios and case studies can make the training relatable, ensuring the teams understand how to implement compliance in their daily activities.

Essential metrics for tracking compliance performance include the number of compliance audits conducted, incidents of non-compliance, training completion rates, and employee feedback on compliance policies. These metrics provide a comprehensive view of our compliance landscape and areas for improvement.

When a compliance violation arises, I follow a systematic approach: first, investigate the issue thoroughly to understand its root cause. I then work with relevant stakeholders to implement corrective actions promptly, and finally, review policies to prevent future occurrences.

I take ethical considerations seriously, ensuring that our hiring practices not only comply with laws but also promote fairness and equal opportunity. This means being vigilant about anti-discrimination laws and ensuring our processes do not unintentionally favor or disadvantage any group.

Fostering a culture of compliance involves clear communication about our compliance values and integrating them into our recruitment processes. I encourage open discussions about compliance, provide training that emphasizes its importance, and recognize team members who exemplify compliance best practices.

I have successfully managed relationships with regulatory agencies by maintaining transparent communication, providing consistent updates on our compliance efforts, and welcoming their feedback. This proactive approach nurtures trust and facilitates smoother interactions during audits or compliance checks.