Global Talent Sourcing Manager
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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