Global Talent Sourcing Manager

JOB PURPOSE

The Global Talent Sourcing Manager is responsible for establishing, leading, and scaling a centralised global sourcing capability to support the organisation’s talent acquisition strategy.

As part of the transition to a more centralised and capability-led TA model, this role will build a brand-new sourcing function, defining its value proposition, ways of working, and integration with Talent Acquisition teams globally. The role will ensure a consistent, scalable, and high-impact approach to pipeline generation across regions, functions, and levels.

Operating within the Global Talent Acquisition Centre of Excellence, and reporting to the Global Head of Talent Acquisition, the role leads a small team of Talent Sourcers and partners closely with Regional TA leaders, Executive Search, HR, and business stakeholders to proactively identify and engage top talent. The role combines hands-on sourcing credibility with strategic capability build to strengthen hiring outcomes, improve efficiency, and reduce reliance on external channels over time.

JOB DIMENSIONS & SCOPE

Establishes and leads a brand-new global sourcing capability and team

Manages a team of 3 Talent Sourcers within a centralised model

Defines the global sourcing proposition, operating model, and ways of working

Drives pipeline generation across all regions, functions, and critical roles

Partners closely with Executive Search, Regional TA Heads, and HRBPs

Plays a key role in building TA capability and enabling consistent global practices

PRINCIPAL ACCOUNTABILITIES

1. Sourcing Strategy & Capability Build

Define and implement a global talent sourcing strategy aligned to business priorities and workforce plans

Establish the sourcing value proposition, clearly articulating how the function supports and enables TA delivery globally

Design and implement a centralised sourcing model, including processes, governance, and service delivery approach

Determine clear relationships between sourcing and TA teams, ensuring clarity, efficiency, and strong collaboration

2. Team Leadership & Development

Build, lead, and develop a team of 3 Talent Sourcers, ensuring clarity of roles, priorities, and performance expectations

Provide hands-on coaching and development on advanced sourcing techniques, tools, and best practices

Foster a culture of accountability, collaboration, and continuous improvement

Ensure the team is aligned to global priorities while remaining responsive to regional hiring needs

3. Pipeline Generation & Talent Engagement

Oversee the delivery of proactive, high-quality talent pipelines across key roles, functions, and geographies

Drive consistent use of direct sourcing, headhunting, referrals, and internal talent identification

Develop and embed innovative sourcing and engagement strategies to attract passive candidates

Support diversity objectives by ensuring inclusive sourcing approaches and diverse talent pipelines

4. Stakeholder Partnership & Global Ways of Working

Partner with Regional TA leaders and recruiters to translate hiring demand into targeted sourcing strategies

Establish effective ways of working between the sourcing team and TA delivery teams globally

Collaborate with HR and business stakeholders to understand current and future talent needs

Act as a key connector across global, regional, and functional TA stakeholders

5. Data, Insights & Continuous Improvement

Leverage data and analytics to track sourcing effectiveness, pipeline health, and conversion metrics

Provide insights on talent markets, competitor activity, and sourcing performance

Drive continuous improvement in sourcing processes, tools, and delivery models

Identify opportunities to improve efficiency, scalability, and quality of hire

6. Technology, Tools & Process Excellence

Drive adoption and optimisation of sourcing tools, platforms, and systems

Ensure consistent use of technology to enable scalable, data-driven sourcing practices

Support the implementation of new tools aligned to the global TA strategy

MAJOR CHALLENGES & COMPLEXITIES

Building and embedding a new global sourcing function from the ground up

Defining and gaining adoption of consistent global ways of working across a matrixed organisation

Balancing capability build with immediate delivery expectations

Aligning multiple stakeholders with different regional priorities and levels of maturity

Delivering high-quality, diverse pipelines in competitive global talent markets

KEY INTERNAL RELATIONSHIPS

Global Head of Talent Acquisition

Global Executive Search Manager

Regional Heads of Talent Acquisition (Americas, Europe, APAC)

HR Business Partners

Hiring Managers and Business Leaders

KEY EXTERNAL RELATIONSHIPS

External talent communities and networks

Digital sourcing platforms and tools

Talent intelligence and market insight providers

QUALIFICATIONS / REQUIREMENTS

Formal Qualifications and Experience

Significant experience in delivering talent sourcing across international locations

Team leadership, proven ability to coach team members and deliver through a team

Proven track record in building or evolving sourcing capabilities, teams, or operating models

Experience working in a multinational, matrix organisation

Strong understanding of modern sourcing techniques, tools, and channels

Experience establishing processes, governance, and stakeholder engagement models

Bachelor’s degree or equivalent experience

Specific Skills and Abilities

Deep expertise in proactive sourcing, talent mapping, and pipeline generation

Ability to build and implement new capabilities and ways of working

Strong leadership capability with experience managing and developing small, high-impact teams

Excellent stakeholder management and collaborative influencing skills

Analytical mindset with the ability to translate data into actionable insights

Strong focus on continuous improvement and innovation

Commitment to diversity and inclusive hiring practices