[Hiring] Talent Acquisition Manager @Viamericas

Role Description

The Talent Acquisition Manager will lead the company’s recruiting strategy and ensure the organization attracts, hires and develops qualified talent. This role will serve as a trusted talent advisor, helping leaders define hiring needs, develop effective search strategies and make thoughtful hiring decisions. Recruit across U.S. and international markets while delivering an exceptional experience for candidates and hiring teams.

We're a fast-paced, global company, and we're looking for someone proactive, highly organized, data-driven, and comfortable managing multiple priorities. This individual will bring structure, thoughtfulness, and strong partnership to the recruiting process while helping us continue to maintain a collaborative, efficient, and high-quality hiring experience across the organization.

Duties and Responsibilities

• Strategy:
  • Partner with VP of Global HR and department leaders to forecast hiring needs, prioritize vacancies and define candidate profiles.
  • Develop and execute talent acquisition strategies aligned with workforce plans and business goals.
• Recruitment:
  • Manage the full recruitment cycle for US and Philippines, including job postings, sourcing, screening, interviews, assessments, offers, background checks and onboarding coordination.
  • Support local recruiters in Mexico and Colombia throughout recruitment cycle.
  • Establish consistent interviewing and candidate selection practices across departments and locations.
  • Lead and coach local recruiters to ensure alignment with our processes.
• Technology:
  • Own the day-to-day administration of Lever ATS, maintain accurate recruiting documentation and timely candidate responses.
  • Ensure that pending requisitions are consistently reviewed and approved.
• Branding & Sourcing:
  • Build employee branding initiatives that communicate the company’s culture, employee value proposition, and career opportunities.
  • Develop sourcing strategies using job boards, social media, professional networks, employee referrals and talent pipelines.
• Insights:
  • Monitor recruiting metrics, including time to fill, time to hire, cost per hire, offer acceptance, source effectiveness, candidate experience, quality of hire, and new hire retention.
  • Provide regular hiring reports and workforce insights to the VP of Global HR.
• Relationship Building:
  • Actively seeks to develop relationships with local recruiters, universities, technology vendors and professional organizations.
  • Builds and maintains a pipeline of candidates for high turnover positions.
• Compliance:
  • Ensure recruiting practices comply with applicable employment laws, internal policies, data privacy requirements and equal employment opportunity standards.
  • Promote fair, structured and inclusive hiring practices.
• Role Definition and Benchmarking:
  • Develop job descriptions, compensation ranges, and hiring criteria in collaboration with the VP of Global HR and business leaders.
  • Ensure that roles are consistently reviewed and external benchmarks are evaluated on an ongoing basis.
  • Stay current on labor market trends, competitor hiring practices, and salary conditions.
• Development:
  • Work with department managers to develop career pathways.
  • Support career pathing and succession planning initiatives.
• Support:
  • Provide general HR support to international HR employees as needed.

Information Security Responsibilities

• Read, acknowledge and comply with Viamericas Staff Information Security Policy via the Information Security training portal. This should be done within 30 days of hire and repeated annually.
• Attend periodic Information Security training provided by Viamericas.
• Report any event that might be an Information Security Incident: clicked on a malicious link, downloaded and opened a suspicious file, etc.

Standard Operating Procedure (SOP) Responsibilities

• Support the VP of HR with the development, implementation, and regular review of departmental SOPs to ensure they are accurate, up-to-date, and aligned with company standards.
• Propose, evaluate, and implement changes to SOPs that enhance efficiency, and quality.

Qualifications

• Bachelor’s degree in a related field required.
• Professional in Human Resources (PHR) or SHRM-CP certification preferred. Will accept HR certification in lieu of a bachelor’s degree.
• Minimum of 5 years of experience working with full cycle recruiting process.
• Bilingual – English & Spanish required.
• Strong hands-on experience with ATS/HRIS required. Lever ATS experience preferred.
• Proficient knowledge in Microsoft Excel, Word, PowerPoint.
• Exceptional sourcing, interviewing, candidate assessment, offer negotiation, and closing skills.
• A proven ability to build trust and partner effectively with hiring managers, senior leaders, and executive stakeholders.
• Alignment with our Core Values: Respect, Integrity, Empathy & Creativity.
• Detail oriented and proficient with data entry and accuracy.
• Excellent oral and written communication skills.
• Excellent problem solving and analytical skills.
• Able to work with highly confidential and sensitive matters.

Working Conditions

• Remote first, with the occasional need to travel or report to an office.
• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans.