Senior Manager – Talent Sourcing and Recruitment

Ready to shape the future of work?At Genpact, we don't just adapt to change we drive it. AI and digital innovation are redefining industries and were leading the charge. Genpact's AI Gigafactory, our industry-first accelerator, is an example of how were scaling advanced technology solutions to help global enterprises work smarter, grow faster, and transform at scale. From large-scale models to agentic AI, our breakthrough solutions tackle companies most complex challenges.If you thrive in a fast-moving, tech-driven environment, love solving real-world problems, and want to be part of a team that's shaping the future, this is your moment.
Genpact (NYSE: G) is an advanced technology services and solutions company that delivers lasting value for leading enterprises globally. Through our deep business knowledge, operational excellence, and cutting-edge solutions we help companies across industries get ahead and stay ahead. Powered by curiosity, courage, and innovation, our teams implement data, technology, and AI to create tomorrow, today.
Inviting Candidates for Senior Manager – Talent Sourcing and Recruitment
Responsibilities :-
Strategic Talent Acquisition Leadership
Develop and execute recruitment strategy, with a special focus on sourcing and screening, to meet hiring goals across multiple departments and geographies in the ANZ region.Lead large-scale, complex hiring – senior leadership and niche roles – with talent-pipeline management, market intelligence, and strong candidate assessment. Drive employer-branding initiatives and track their success in attracting top talent in a competitive market. Oversee requisition posting, candidate scheduling, pipeline tracking, and offer documentation through ATS tools (Avature, SuccessFactors), with hands-on proficiency in recruitment tools and an understanding of AI and agentic AI. Supervise pre-joining activities – documentation, compliance validation, third-party background checks, and onboarding-portal readiness. Hold delivery to SLAs, turn-around-times, and internal quality metrics; run random quality checks on candidate records, scheduling logs, and offer documentation; and handle exceptions and escalations. Champion the candidate and hiring-leader experience across brands – coach and influence hiring leaders, match talent pools to requisitions, and ensure timely, constructive candidate feedback.
Always-On Pipeline Management
Build and maintain robust, visible leadership/Support talent pipelines through effective candidate tagging, talent pooling, and CRM utilization.Proactively source candidates for critical, niche, and leadership roles to ensure a continuous flow of qualified talent from existing and external pipelines.Drive recruitment efficiency by reducing hiring cycle times and ensuring timely movement of candidates through the recruitment process.Monitor open requisitions closely, proactively identify ageing positions, and escalate potential delays to support timely hiring outcomes.
Elevating the Candidate & Hiring Manager Experience
Deliver a consistent, inclusive, and positive recruitment experience for all candidates throughout the hiring lifecycle.Ensure candidates receive timely, meaningful, and constructive feedback at every stage of the recruitment process.Partner closely with candidates and hiring managers through the offer stage, conducting regular engagement and expectation-setting discussions to support successful hiring outcomes. Build strong relationships with stakeholders to enhance engagement, transparency, and confidence in the recruitment process.
Data-Led Talent Advisory
Provide market insights, talent availability information, and sourcing recommendations to support informed hiring decisions.Act as a trusted talent advisor to hiring managers by offering consultative guidance on recruitment strategies, talent trends, and market dynamics. Develop and position compelling Talent Value Propositions (TVPs) for roles to attract and engage both active and passive talent.Use recruitment data and market intelligence to influence hiring strategies and improve talent acquisition outcomes.
Key Expectations
Demonstrate ownership and accountability for end-to-end leadership and support recruitment delivery.Maintain proactive communication with candidates, hiring managers, and stakeholders.Leverage talent market insights and data to drive hiring decisions and workforce planning.Champion an exceptional candidate and stakeholder experience.Continuously identify opportunities to improve recruitment processes, efficiency, and outcomes.Foster collaboration, compliance, and operational discipline across all recruiting activities.
Recruitment Delivery & Talent Acquisition
Lead end-to-end recruitment delivery for corporate, specialist, and high-volume frontline roles across the ANZ retail market – high-volume sourcing and screening, fast candidate engagement, and funnel management. Bring strong recruitment best practice, talent-pipeline management, market intelligence, and sourcing technique, and support employer branding for leadership roles. Give candidates and hiring leaders a positive, inclusive, and efficient experience; use talent pools to match candidate preferences to requisitions across brands; and provide timely, constructive feedback to unsuccessful candidates.Coach and influence hiring leaders on recruitment best practice and their own hiring process.
Onboarding & Employee Experience
Run pre-joining activities cleanly – document collection, background and pre-employment check initiation and tracking, onboarding system readiness, and Day 1 planning.Maintain compliance with documentation checklists, background-verification protocols, and data-privacy standards such as GDPR and EEO. Work with global onboarding owners to tailor the support model to regional needs while keeping global consistency, and supervise exception handling (delayed checks, rehires, leadership onboarding) with clear stakeholder visibility and resolution.
Workforce Data Administration
Ensure end-to-end accuracy of employee master-data transactions – hires, exits, transfers, promotions – across the HRIS (preferably SuccessFactors), and drive consistency and compliance across all master-data activity. Maintain documentation and quality controls for data compliance, audit readiness, and operational efficiency, and act as the liaison between business teams, HR, and IT on data-administration matters.
Team Leadership & Capability
Lead and coach a team of recruiters – assign work effectively, balance workload, and build a culture of precision, accountability, learning, and collaboration across service delivery and the wider business. Manage staffing plans, shift rosters, and training to ensure full coverage across multiple time zones, and own the onboarding and integration of new team members to client-specific standards.Partner with leaders to secure strong frontline talent, support the team on complex cases and query management during peaks, and manage collaboration with retained teams. Drive engagement through a high-trust, inclusive, performance-oriented environment, and lead business-continuity planning for seasonal spikes and expansion into new hiring geographies or functions Support workforce planning – including BCP, capability development, and retention – resolve performance or process issues across your area, and model the purpose, values, and ways of working.
Stakeholder & Vendor Management
Build strong relationships with HR, operations, and business leadership to align recruitment priorities, and manage vendor partnerships as needed.Act as the escalation point between the Genpact team and the client-retained recruitment leads, hiring managers, HRBPs, and wider HR. Run strategic reviews, governance calls, and quarterly business reviews (QBRs) to drive alignment and performance. Partner with client-side process owners to co-create continuous-improvement and employee-experience strategy, and anticipate needs during volume surges, org changes, or calendar-based recruitment cycles – adjusting operating plans proactively.
Reporting, Process Excellence & Governance
Own weekly and monthly reporting on sourcing, screening, onboarding, and workforce-data metrics (volume, accuracy, experience), with periodic insight for internal leadership and the client. Run root-cause analysis for SLA misses or process errors, lead quality-assurance reviews and mitigation planning, and implement corrective actions.Drive lean process improvement and digitization – automation of trackers, templates, and dashboards – standardize SOPs and knowledge retention, and take part in UAT and change assessments during system changes or upgrades. Ensure strict adherence to data privacy and local labour law across workforce data and recruitment, put internal controls in place to detect and resolve data risks, and lead audits, internal reviews, and remediation.
Risk, Compliance & Audit Readiness
Ensure strict adherence to labour law, corporate policy, and audit requirements across all in-scope processes.Lead periodic internal reviews, documentation audits, and risk assessments, and close audit gaps with preventive controls in high-risk areas – delayed background checks, data access, offer issuance, and HRIS data quality.
Qualifications:-
MBA in HR or equivalent. Strong understanding of global recruitment, onboarding, end-to-end employee-lifecycle workflows, payroll operations, and service delivery.
Why join Genpact?Be a transformation leader Work at the cutting edge of AI, automation, and digital innovationMake an impact Drive change for global enterprises and solve business challenges that matterAccelerate your career Get hands-on experience, mentorship, and continuous learning opportunitiesWork with the best Join 140,000+ bold thinkers and problem-solvers who push boundaries every dayThrive in a values-driven culture Our courage, curiosity, and incisiveness - built on a foundation of integrity and inclusi

Skills
Sourcing, Process Improvement, CRM, Talent Acquisition, Payroll, Onboarding, Vendor Management, Documentation

Work arrangement
No