Mgr, Talent Acquisition 5

The Opportunity This is a high impact leadership role at the heart of the Digital Experience (DX) business, supporting the engineering teams that build the platforms enabling enterprises to deliver personalized, data driven customer experiences on a global scale. As Senior Manager, Talent Acquisition, you will reshape how worldclass engineering talent is identified, assessed, and hired—directly influencing DX’s ability to scale AI/ML, Platform, Cloud, Security, Data, and Core Engineering capabilities that power mission critical customer experiences. You’ll lead the AMER engineering recruiting organization while setting the bar for global hiring excellence, consistency, and predictability. This role is equal to parts strategist, operator, and executive advisor—designed for a leader who thrives in complex, fastmoving environments where technology, data, and innovation intersect. This is not about filling roles. It’s about building a hiring engine that fuels the future of Digital Experience. What You’ll Do Transform Talent Strategy into Business Impact Translate DX Engineering’s platform strategy, product evolution, and operating model shifts into forward looking hiring plans, capacity models, and skills-based talent strategies. Anticipate talent risks and opportunities by delivering market intelligence, compensation insights, and long-range demand forecasts across highly competitive technical domains. Use data and insight to elevate prioritization, improve calibration, and enable predictable, high quality hiring outcomes aligned to DX business goals. Be a True Executive Partner Serve as a trusted Talent Acquisition advisor to DX Engineering leaders, providing insight that informs decisions shaping the future of DX platforms and capabilities. Drive adoption of unified hiring models, structured interviews, and consistent assessment standards that raise quality, fairness, and confidence at scale. Partner deeply with HRBPs, Finance, and Compensation to align headcount strategy, leveling, and investment tradeoffs in support of DX growth priorities. Build a Scalable, High Velocity Hiring Engine Own end to end AMER engineering hiring delivery while tightly partnering with regional and global TA leaders. Drive continuous improvement across interview readiness, reschedules, funnel quality, reporting accuracy, and hiring speed. Design and operationalize repeatable mechanisms—role tiering, capacity planning, backlog management, and standardized workflows—that scale with the complexity and pace of the DX business. Create Accountability Through Data & Discipline Establish and uphold clear KPIs across time to fill, funnel health, readiness, and quality. Drive disciplined execution across recruiters, coordinators, sourcing partners, and engineering leaders. Deliver clear, executive ready insights that enable fast, informed decisions and build trust with DX leadership. Lead, Grow, and Inspire Talent Leaders Coach and develop a high performing team of Talent Partners and Talent Coordinators supporting critical DX engineering domains. Build an inclusive, psychologically safe culture that balances high expectations with genuine care, particularly during periods of rapid change and growth. Model ownership, clarity, and excellence—elevating how Talent Acquisition shows up as a strategic function within Digital Experience. What You Bring 8+ year’s managing talent partner technical teams Currently hands on actively recruiting on technical roles A proven ability to advise senior engineering leaders using data, market intelligence, and business context Strong executive influence skills—able to align stakeholders and drive meaningful change without authority Experience leading complex, multiteam recruiting operations in fast moving, enterprise scale environments Deep expertise in structured assessment, funnel diagnostics, and scalable process design. A reputation for accountability—setting the bar high, measuring what matters, and delivering results. Abo ... (truncated, view full listing at source)