Job DescriptionWant to shape how a global organization identifies and hires the talent that drives its business forward?At Allegis Global Solutions, this role offers the opportunity to do exactly that.
As the
Senior Manager, Talent Acquisition, North America & EMEA, you'll lead the teams responsible for attracting and hiring talent across two of our largest and most diverse regions. But this role is about more than recruiting. You'll have the opportunity to influence how we think about talent across the organization-strengthening and evolving our recruiting strategy, developing our leaders and teams, improving how we use data and technology, and helping ensure we have the right talent in place to support where our business is going next.
You'll work closely with senior leaders across the organization, translate business priorities into talent strategies, and lead a regional TA organization that balances strategic thinking with exceptional execution.
If you're energized by building high-performing teams, solving complex talent challenges, and creating meaningful impact at scale, we'd love to talk to you!Lead our People and Regional Delivery- Lead Talent Acquisition delivery across North America and EMEA through regional managers and team leads, with accountability for service, capacity, quality, and stakeholder commitments.
- Translate global TA priorities into regional operating plans, resource decisions, milestones, and performance expectations.
- Coach and develop subordinate leaders, clarify decision rights, support succession planning, and hold teams accountable for long-term objectives.
- Monitor hiring demand, aging requisitions, delivery risks, candidate experience, and workforce capacity; adjust plans and escalate material issues when needed.
Turn Strategy into Action- Establish a consistent operating cadence for reviewing outcomes, risks, capacity, data quality, root causes, and corrective actions.
- Use business and recruiting data to prioritize work, allocate resources, and improve delivery across multiple teams and markets.
- Ensure regional practices align with global standards while accommodating appropriate legal, language, market, and business requirements.
- Maintain clear service expectations, controls, documentation, and follow-through across assigned areas.
Use Data and Insights to Drive Better Decisions- Lead assigned process and technology initiatives from business requirements through testing, communication, training, launch, and adoption.
- Manage designated TA technology and vendor relationships, including roadmap priorities, service performance, escalations, and value realization.
- Identify opportunities to simplify, standardize, automate, or improve recruiting workflows, data integrity, recruiter productivity, and user experience.
- Partner with HR Technology and cross-functional owners to resolve dependencies and ensure solutions remain fit for purpose.
Workforce and Talent Supply Strategies - Integrate internal mobility, redeployment, market intelligence, proactive pipelining, and external sourcing into regional hiring plans.
- Build effective delivery partnerships with global or offshore teams using clear intake, ownership, handoffs, service levels, and quality measures.
- Advise HR and business leaders on hiring demand, talent availability, delivery risk, and practical recruiting strategies.
Build What's Next for Talent Acquisition - Partner with HR, Finance, Talent Management, Learning and Development, Technology, Communications, and operating-company stakeholders to execute shared priorities.
- Represent regional TA in senior stakeholder and vendor discussions, communicate trade-offs clearly, and influence decisions within established strategy and governance.
- Contribute operational insight to the development and refinement of the global TA strategy.
What Success Looks Like- Regional delivery performance: Achieves agreed service, quality, speed, and stakeholder outcomes across North America and EMEA, with clear action plans for exceptions.
- Resource and capacity management: Aligns recruiting capacity to demand and makes visible, data-based tradeoffs across teams and priorities.
- Process and data compliance: Maintains consistent use of required intake, selection, offer, technology, documentation, and reporting practices.
- Candidate and stakeholder experience: Meets annual experience targets established through the performance planning process.
- Internal mobility and talent supply: Increases effective use of internal talent, redeployment, proactive pipelines, and global delivery channels.
- Improvement delivery: Completes prioritized process or technology initiatives with defined ownership, milestones, adoption measures, and demonstrated operational value.
- Vendor performance: Maintains regular reviews and corrective actions for service, roadmap alignment, user experience, data quality, and compliance. • Leader capability: Demonstrates improved leadership bench strength, succession readiness, and consistent management practices across the region.
- Reporting and insight: Provides timely, accurate, forward-looking reporting that supports decisions and surfaces risk early.
Qualifications- Bachelor's degree or equivalent relevant experience; advanced degree preferred.
- 10+ years of progressive Talent Acquisition experience, including leadership in a complex, multi-team, or multiregion environment.
- Demonstrated experience managing through leaders, allocating resources, and delivering against multi-year functional objectives.
- Strong knowledge of end-to-end recruiting, workforce planning, sourcing, internal mobility, candidate experience, and stakeholder management.
- Experience implementing process, technology, or operating-model changes across teams or regions.
- Working knowledge of ATS platforms, recruiting analytics, data governance, automation, and responsible AI applications.
- Ability to analyze complex operational issues, set priorities, and adapt plans to meet service and business needs.
- Strong written, verbal, presentation, and influencing skills with senior internal and external stakeholders.
- Experience with global or offshore sourcing and delivery models preferred.
- Ability to collaborate across time zones with sustainable operating practices.
Additional InformationLocation disclaimer: This position is open to North America locations outside of California, Colorado, New Jersey, New York, and Washington.
Per Pay Transparency Acts: The range for this position is $110,000 - $150,000 CAD + bonus potential of up to $15,000 CAD.
Benefits are subject to change and may be subject to specific elections, plan, or program terms. This role is eligible for the following:
- Medical, dental & vision
- Hospital plans
- 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available
- Life Insurance (Company paid Basic Life and AD&D as well as voluntary Life & AD&D for the employee and dependents)
- Company paid short and long-term disability
- Health & Dependent Care Spending Accounts (HSA & DCFSA)
- Employee Assistance Program
- Tuition Assistance
- Time Off/Leave(PTO, Allegis Group Paid Family Leave, Parental Leave
