Regional Talent Acquisition Lead, LATAM

About the role: 

The Regional Talent Acquisition Lead, LATAM leads the regional talent acquisition agenda, translating business priorities into an integrated hiring strategy that strengthens organizational capability and supports sustainable growth across the region.

As a trusted advisor to senior business and HR leaders, this role shapes talent strategy, leadership hiring decisions, and market positioning through data-led insights and deep talent intelligence.

The role is accountable for building future-ready talent pipelines, strengthening hiring quality, and ensuring consistent, scalable recruitment practices aligned with global standards, technology, and the needs of the region.

With a strong focus on leadership and business-critical hiring, the role translates recruitment metrics, workforce trends, talent market intelligence, and business priorities into clear recommendations that improve hiring outcomes and strategic workforce decisions.  In addition, the role serves as the regional focal point for Talent-related matters, acting as the primary interface between the Global Talent CoE and the region. The incumbent ensures alignment and effective deployment of global talent priorities, while partnering closely with Regional HR teams to support talent initiatives and provide regional insights on workforce and leadership needs.

Key responsibilities include:

Responsible for Recruiting, besides support headquarter in all corporate programs related.

1. Talent Acquisition Strategy & Leadership Hiring 

• Develop and execute regional talent acquisition strategies aligned with business priorities, growth plans, and workforce needs. 

• Anticipate hiring demand, identify talent gaps, and translate workforce insights into proactive hiring priorities. 

• Lead and oversee recruitment for senior leadership, general management, and business-critical roles across the region. 

• Build external and internal leadership talent pipelines aligned with talent reviews, succession planning outcomes, and future capability requirements.
• Conduct ongoing talent market mapping and competitor analysis to inform hiring strategies and candidate positioning. 

• Partner with business and HR leaders to translate workforce planning priorities, organizational changes, and growth strategies into proactive talent acquisition plans.
• Promote internal mobility and leverage internal talent pipelines as part of an integrated talent strategy to meet current and future business needs.

2. Hiring Excellence, Process & Governance 

• Define and monitor TA performance indicators, including quality of hire, time to fill, pipeline health, source effectiveness, diverse hiring, candidate experience, and hiring manager satisfaction. 

• Use analytics to diagnose performance, identify root causes, and drive measurable improvements in hiring outcomes. 

• Continuously improve TA processes, tools, and methodologies to increase consistency, efficiency, and impact. 

• Drive excellence in candidate assessment through structured frameworks, consistent interview methodologies, and strong hiring governance. 

• Ensure high-quality, consistent, and inclusive hiring decisions aligned with global standards and compliance requirements. 

• Stay abreast of employment laws and regulations to ensure compliance across all markets. 

• Partner with Global Mobility and HR teams to support domestic and cross-border relocations, ensuring alignment with company policies and business requirements.

3. Stakeholder Management & Advisory 

• Partner with senior business, HR, and hiring stakeholders across the region. 

• Advise senior stakeholders using data-led insights, market intelligence, and talent availability to shape hiring priorities, trade-offs, and realistic timelines. 

• Influence and constructively challenge stakeholders to ensure hiring decisions align with long-term business and talent priorities. 

• Guide stakeholders through critical hiring decisions, from role scoping and assessment through final selection. 
• Collaborate with Regional HR and Talent stakeholders to align hiring priorities with broader talent, succession, and organizational capability objectives.

• Support the deployment of global Talent Management initiatives, including succession planning, talent reviews, leadership assessments, high-potential programs, organizational capability initiatives, and strategic talent projects.

4. Sourcing Strategy & Talent Pipelines 

• Develop sourcing strategies across priority roles, critical capabilities, and external talent pools. 

• Drive direct sourcing strategies and build sustainable talent pipelines, reducing reliance on external agencies. 
• Negotiate and oversee recruitment vendors, executive search firms, assessment providers.

• Ensure a strategic balance between direct sourcing and external partnerships to maximize efficiency and quality of hire. 

• Act as the primary regional liaison between the Global Talent CoE and regional stakeholders, ensuring alignment on talent priorities and initiatives.
• Cascade global talent frameworks, priorities, and programs across the region, facilitating effective communication and execution.
• Provide regional market intelligence, talent insights, and business feedback to Global Talent teams to support continuous improvement and relevance of global programs.

5. Employer Branding & Talent Attraction 

• Collaborate with marketing and communications teams to enhance employer brand visibility. 
• Localize employer branding and talent attraction strategies in line with the global EVP. 
• Strengthen the organization’s positioning in the external talent market through differentiated and targeted messaging. 
• Experience supporting the deployment of talent initiatives, succession planning discussions, and leadership capability programs across multiple markets.
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Team Leadership & Capability Building 

• Lead and develop direct and indirect talent acquisition teams across the region. 

• Set performance expectations and drive capability development across the team. 

• Build recruiter capability in direct sourcing, stakeholder advisory, assessment quality, and data-led decision-making. 

• Enable hiring managers through practical guidance on interviewing, assessment, inclusive hiring, and decision quality. 

7. Global Alignment & Continuous Improvement 

• Embed global TA standards, processes, tools, and governance across the region. 

• Collaborate with global TA teams to drive alignment, scalability, and adoption of best-in-class practices. 

• Drive continuous improvement initiatives across TA practices and processes. 

8. Operational Delivery & Execution 

• Oversee regional recruitment delivery to ensure a consistent, high-quality candidate and hiring manager experience. 

• Lead complex, confidential, and high-impact searches requiring strong market insight, discretion, and stakeholder alignment. 

• Design targeted recruitment approaches for key roles and priority hiring needs. 

About You:

• Bachelor’s degree in Administration, Human Resources, Psychology or a related field, Master's degree or MBA is a plus;
•  Proven experience leading Talent Acquisition teams and recruitment operations across multiple countries within LATAM;
• Experience managing recruitment agencies, executive search firms, RPO providers, and external talent partners;
• Experience managing and prioritizing multiple searches, projects, stakeholders, and client relationships in a fast-paced environment;
• Strong analytical skills with demonstrated experience leveraging recruiting metrics, dashboards, and workforce data to drive business decisions;
• Proven ability to influence senior leaders and act as a strategic business partner on talent-related matters;
• Strong knowledge of Applicant Tracking Systems (ATS), recruitment technologies, and talent acquisition best practices;
• Advanced MS Office skills, including Excel, PowerPoint, and Word;
• Fluent in Portuguese and English. Spanish is a plus.

Location: São Paulo