Senior Manager, Talent Acquisition - North America & LATAM
Role Summary
The Senior Manager, Talent Acquisition is a senior people leader and strategic advisor responsible for delivering scalable, compliant, and financially disciplined talent acquisition outcomes across North America & LATAM. This role leads a team of recruiters and TA professionals, drives modernization of TA capabilities, and partners closely with business, HR, and Finance leaders to ensure hiring decisions enable growth, operational effectiveness, and risk mitigation.
People Leadership & Team Accountability
The Senior Manager directly manages and develops Talent Acquisition team members and is accountable for performance, capacity management, and capability growth. Direct Report Accountability: Establish clear expectations for requisition load, prioritization, and delivery outcomes for each direct report. Actively manage recruiter capacity and workload to ensure RF1 and business-critical roles receive appropriate focus, requisition volume is balanced and sustainable, and service levels align to role criticality and business need. Maintain readiness to step in and personally manage a limited full life cycle requisition load when business-critical demand, volume spikes, recruiter capacity gaps, or transition risk require additional leadership coverage.
Development & Capability Building
Coach and develop direct reports to operate as consultative talent advisors, not order-takers. Identify skill gaps and create targeted development plans aligned to modern TA competencies, including market intelligence, discovery, stakeholder influence, and data usage. Build bench strength and succession readiness within the TA team. Address performance issues decisively, using data and clear expectations. Expectation: Recruiters understand why roles matter, how success is measured, and how their work contributes to business outcomes.
Strategic Advisor to the Business
Partner closely with each business leader supported by the TA team to align hiring demand to business objectives, workforce plans, and financial constraints. Provide talent market insight to influence role design, prioritization, and timing. Challenge assumptions and recalibrate expectations when market or budget realities change. Represent TA as a thought partner in conversations about growth, risk, and operational continuity - not just hiring execution. Influence decision-making through data, market intelligence, and structured discovery. Expectation: TA is viewed as a value-adding business function, not a downstream service.
Modernizing Talent Acquisition
Elevate and modernize how Talent Acquisition operates. Embed discovery-led hiring practices across the team, replacing transactional intake behaviors. Drive adoption of modern TA tools, workflows, and analytics to improve speed and quality of hire, transparency and decision-making, and recruiter efficiency and scalability. Set consistent operating rhythms, including discovery checkpoints, prioritization cadence, and performance reviews. Influence & Elevation of Team Responsibilities: Expand the role of recruiters to include market and talent intelligence sharing, financial and RF1 awareness, early risk identification and escalation, and accountability to enterprise outcomes: cost, quality, compliance, and experience. Champion continuous improvement and experimentation within governance guardrails. Expectation: The TA team evolves with the business and stays aligned to modern enterprise standards.
Cross-Functional Partnership & Enablement
Work closely with HRBPs, Finance, Total Rewards, HRIS, Legal, and functional leaders to deliver integrated talent solutions. Collaborate with Finance on RF1 hiring, prioritization, and cost discipline. Ensure TA initiatives and behaviors support broader HR and business strategies.
Leadership Standard
Hold people accountable with clarity and fairness. Influence without authority. Set and protect standards during periods of pressure or change. Balance empathy with decisiveness. Lead with data, discipline, and credibility.
Summary Expectation
The Senior Manager, Talent Acquisition: Owns outcomes, develops people, elevates TA capability, influences the business, modernizes how talent is delivered.
Equal Employment Opportunity
LivaNova is proud to be an equal opportunity and affirmative action employer. We believe in the value of diverse perspectives and experiences and are committed to building a diverse workforce that reflects the patients we serve and to fostering an inclusive workplace for all. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. We welcome applicants from all backgrounds and encourage you to apply even if you don’t meet 100% of the qualifications for the role. We believe in the value of diverse perspectives and experiences and are committed to building an inclusive workplace for all.
Accessibility Support
We are dedicated to ensuring our application process is accessible to all candidates. If you are a qualified individual with a disability or a disabled veteran and require a reasonable accommodation with any part of the application and/or interview process, please email xxx.
Disclaimer
The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. You may be required to perform duties outside of normal responsibilities, duties, and skills from time to time.