Sr. Manager, Global Talent Acquisition Compliance - job 10 of 34

As a Sr. Manager, Global Talent Acquisition Compliance at Visa, your main responsibilities will include developing and implementing compliance programs, monitoring recruitment processes, collaborating with legal and HR departments, and providing training on compliance-related topics. You'll also conduct audits, manage risk, and ensure our hiring practices align with local and international laws.

To apply for the Sr. Manager, Global Talent Acquisition Compliance role at Visa, candidates typically need a strong background in compliance, HR, or talent acquisition. Experience with legal regulations, ethical hiring practices, and proficiency in AI and machine learning technologies are also highly desirable. A relevant degree and significant experience in managing compliance issues are often required.

Visa ensures compliance in its Global Talent Acquisition processes by developing comprehensive compliance programs, conducting regular audits, providing extensive training to staff, and collaborating with various departments to align recruitment practices with regulatory requirements. The Sr. Manager plays a crucial role in monitoring adherence to laws and regulations, ensuring a high standard of ethical hiring.

In the Sr. Manager, Global Talent Acquisition Compliance role at Visa, AI plays a significant role in the compliance processes. The manager will lead the implementation and monitoring of AI systems to ensure they comply with relevant laws and standards, addressing ethical considerations and managing risks associated with technology in recruitment practices.

The work environment for the Sr. Manager of Global Talent Acquisition Compliance at Visa is hybrid, providing flexibility between remote work and being in the office. The specific expectations will be confirmed by your hiring manager, but the culture promotes collaboration, ethical practices, and continuous improvement in compliance standards.

To effectively handle a compliance violation, I would conduct a thorough investigation, gather all relevant information, and collaborate with legal and HR teams to understand the implications. After assessing the situation, I would implement corrective actions and ensure improved training and policies are in place to prevent future violations.

I have extensive experience in compliance and regulatory laws, particularly as they pertain to talent acquisition. This has included staying up-to-date with local and international regulations, developing compliance programs, and conducting training for teams to ensure adherence to ethical hiring practices.

I monitor and audit recruitment processes by establishing key metrics and dashboards that track compliance performance. Regularly reviewing these metrics allows me to identify potential risks and ensure that our practices align with legal and organizational standards.

To create a culture of compliance, I would prioritize ongoing training for all team members, promote transparency in hiring processes, and set clear expectations around ethical hiring standards. Additionally, recognizing compliance milestones and successes could further encourage adherence to best practices.

I stay updated on industry trends and changes in compliance requirements by actively participating in professional development opportunities, attending conferences, subscribing to relevant publications, and engaging with a network of compliance professionals to share insights and best practices.

In my previous role, I successfully implemented a comprehensive compliance program that reduced hiring risks significantly. By conducting regular audits and creating training for the team, we lowered violation rates and improved our overall compliance score, leading to a more streamlined and ethical hiring process.

I would provide training focused on anti-discrimination laws, data privacy guidelines, ethical hiring practices, and the implications of AI in recruitment. This comprehensive approach ensures that all team members have the knowledge to navigate compliance issues effectively and uphold the highest standards.

I assess compliance risks associated with AI and machine learning by conducting thorough audits of the technologies used in recruitment. This includes evaluating the algorithms for bias, ensuring data privacy, and collaborating with cross-functional teams to address any identified risks promptly.

My approach to working with external auditors and regulatory agencies involves maintaining open lines of communication and transparency. By being proactive in providing necessary documentation and information, I aim to foster positive relationships and ensure our practices meet regulatory standards.

Collaboration across departments is crucial for ensuring compliance. For the Sr. Manager role, engaging with legal, HR, and risk teams helps align recruitment practices with organizational policies and regulatory requirements effectively. This partnership leads to better compliance outcomes and a stronger hiring framework overall.