Talent Program Manager

Job Description As a Talent Program Manager within our Talent Acquisition team, you will be a strategic leader responsible for managing and enhancing recruitment initiatives across the JAPAC and EMEA regions. This role requires a combination of operational excellence, strategic thinking, and relationship-building to create and execute talent acquisition programs that attract high-quality candidates while fostering an exceptional candidate experience. You will be a key partner to Talent Advisors, Recruiting Managers, and senior business leaders, working collaboratively to align recruitment strategies with the organization's growth objectives. Your efforts will focus on optimizing recruiting processes, integrating talent insights into business planning, improving hiring practices, and driving key recruitment programs across the regions. Key Responsibilities - Talent Acquisition Strategy & Hiring Support - Serve as a subject matter expert (SME) for business unit hiring needs, skill gaps, and workforce strengths. - Support new hiring manager onboarding: provide guidance on OCI's Bartender program, leveling guidelines, and offer processes (including exceptions). - Facilitate and track completion of interviewer training (behavioral-based and systems/process). - Curate business unit-specific recruiting materials, including tailored candidate pitches (Employee Value Proposition) and communications. - Own interviewer rosters and logistics for hiring blitzes/super days. - Tools & Process Enablement - Provide hands-on training and support for hiring managers using Oracle Recruiting Cloud (ORC) and the Interview Toolkit (ITK). - Act as the escalation point for tool errors or process improvement opportunities. - Talent Sourcing & Engagement - Collaborate with hiring managers and business leaders to run referral campaigns and targeted lead generation initiatives. - Monitor and enhance candidate experience: ensure smooth interview flow, reduce delays, identify pain points, and maintain engagement pre-start. - Data Integrity & Workforce Planning - Ensure high-quality recruiting data (e.g., requisitions, PINs, HPM alignment) to support accurate reporting. - Partner with Recruiting Managers to forecast headcount trends using attrition data and business inputs. - Drive accountability for clean, accurate hiring metrics across the region. - Business Partnership & Confidentiality - Build trust-based relationships with senior stakeholders by demonstrating sound business judgment and discretion in all recruiting matters. - Anticipate future hiring needs and proactively align with Talent Advisors and business leaders to meet them. - Other Responsibilities - Contribute to broader initiatives that improve the hiring health and efficiency of the organization across OCI. Preferred Qualifications - 8+ years of experience in talent acquisition, recruiting operations, or business operations (preferably in the tech industry). - Strong communication and influencing skills, including experience working with senior executives. - Analytical mindset with the ability to interpret recruiting data and drive actionable insights. - Proven ability to identify process inefficiencies and implement scalable solutions. - High attention to detail, urgency, and accountability. - Comfortable working independently and in a cross-regional team environment. - Excellent verbal and written communication skills. Education - Bachelor's degree required. Minimum Qualifications: A minimum of 8 years HR experience in a high technology environment. Preferred Qualifications: Bachelor's degree in a related field. Leading contributor individually and as a team member, providing direction and mentoring to others. Work is non-routine and very complex, involving the application of advanced technical/business skills in area of specialization. Ability to work in a dynamic fast paced environment. Previous experience in leading projects. Strong communication, interpersonal, teamwork, computer, and organizational skills. Ability to influence thinking or gain acceptance of others in sensitive situations. Strong ability to work in a collaborative team environment. Functional expertise and broad company knowledge. Demonstrated success in building or enhancing a collaborative work environment have the capacity to understand people issues impacting the business. Working knowledge of multiple HR disciplines, including compensation, benefits, organizational design, employee relations, diversity, performance management, and local employment laws. Depending on the job there may be additional minimum requirements and/or preferred qualifications.