Job Description
The Talent Operations Director is responsible for leading talent delivery and overseeing efficient hiring operations. Reporting directly to the SVP of Talent Acquisition, this position collaborates with TA Regional Directors, Team Leaders, and key stakeholders to ensure workforce needs are met, develop recruitment strategies, and support organizational objectives. The Director co-designs and manages global data governance dashboards, enhances KPIs for continuous improvement, oversees demand planning, and drives innovation within global talent acquisition teams. This role plays a critical part in supporting the organization’s AI transformation, enabling improved outcomes for the business, candidates, and teams.
Key Responsibilities
Hiring Continuity & Transformation Oversight
- Ensure uninterrupted talent acquisition operations throughout organizational transformation phases.
- Lead the implementation and adoption of process changes, tools, and systems to support future-state hiring strategies.
- Oversee our Talent Acquisition operating planning (OP) process.
Strategic Workforce Planning
- Collaborate with TA Regional Directors to forecast and plan for future hiring needs, skills gaps, and organizational growth.
- Drive demand-to-capacity planning and develop incremental hiring plans aligned with business priorities.
- Reinvent, design, and maintain real-time dashboards to monitor capacity, hiring activity, recruiter performance, time-to-fill, and candidate pipeline health.
- Develop and track future-focused KPIs, including hiring quality.
Data Governance & Measurement
- Establish and enforce data management standards and reporting disciplines across the talent acquisition function.
- Measure operational success through ROI, Manager NPS, cost-per-hire (CPH), and other agreed-upon benchmarks.
Program Launches & Policy Implementation
- Lead the launch and management of HR initiatives.
- Oversee the creation and implementation of TA policies such as internal mobility, re-hire eligibility, and hiring controls.
- Map and optimize end-to-end processes.
Assessment & Selection
- Oversee hiring assessment training and evaluation.
- Oversee relationships, contracts, and payments with external vendors, ensuring service quality and cost-effectiveness.
- Manage ongoing Recruitment Process Outsourcing (RPO) partnerships and evaluate ROI and CPH effectiveness.
Training & Enablement
- Develop and deliver training for hiring managers and recruiters on new systems, processes, and best practices.
- Enable talent teams with resources to drive adoption and continuous improvement.
Collaboration & Stakeholder Management
- Act as a key liaison between TA Regional Directors, business leaders, finance, and advisory groups to ensure alignment and stakeholder engagement.
- Participate in Centers of Excellence (COE) calendar management and advisory group activities to inform and influence talent strategies.
Qualifications and Experience
- Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
- 10+ years of progressive experience in talent acquisition operations, workforce planning, or HR leadership roles.
- Proven track record in leading transformation projects and implementing talent acquisition technology solutions.
- Strong vendor management experience, including negotiating contracts, managing budgets, and monitoring service delivery.
- Deep knowledge of recruitment policies, processes (onboarding, BGV, job requisition), and assessment tools.
- Exceptional stakeholder management, communication, and collaboration skills.
- Ability to manage multiple complex projects simultaneously in a fast‑paced, dynamic environment.
Additional Information
- Flexible working environment
- Volunteer time off
NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job‑related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://www.nielseniq.com/global/en/ai-safety-policies.
Our Commitment to Diversity, Equity, and Inclusion
At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence. All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion
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