Senior Manager, Talent Acquisition - North America & LATAM

As a global medtech company, we are driven by our Vision of changing the trajectory of lives for a new day and our Mission to create ingenious solutions that ignite patient turnarounds. Our relentless commitment to patients and strong legacy of innovation in healthcare are the foundation of our future. If you're looking for a new chance, a new beginning, a new trajectory, LivaNova is where your talent can truly thrive. Join our talented team members worldwide to become a pioneer of tomorrow—because at LivaNova, we don’t just treat conditions — we aspire to alter the course of lives.

Role Summary

The Senior Manager, Talent Acquisition is a senior people leader and strategic advisor responsible for delivering scalable, compliant, and financially disciplined talent acquisition outcomes across North America & LATAM. This role leads a team of recruiters and TA professionals, drives modernization of TA capabilities, and partners closely with business, HR, and Finance leaders to ensure hiring decisions enable growth, operational effectiveness, and risk mitigation.

The Senior Manager is accountable for setting expectations, holding direct reports accountable, and elevating the role of TA from transactional execution to strategic enablement.

People Leadership & Team Accountability

The Senior Manager directly manages and develops Talent Acquisition team members and is accountable for performance, capacity management, and capability growth.

Direct Report Accountability

• Establish clear expectations for requisition load, prioritization, and delivery outcomes for each direct report.
• Actively manage recruiter capacity and workload to ensure:

• RF1 and business-critical roles receive appropriate focus
• Requisition volume is balanced and sustainable
• Service levels align to role criticality and business need

• Maintain readiness to step in and personally manage a limited full life cycle requisition load when business-critical demand, volume spikes, recruiter capacity gaps, or transition risk require additional leadership coverage; this is not intended to function as a standing full-desk recruiting assignment, but as targeted, temporary support to protect priority hiring delivery.
• Hold direct reports accountable for:

• Timely and high-quality candidate slates
• Adherence to discovery, governance, and compliance standards
• Data accuracy, reporting discipline, and system adoption

Development & Capability Building

• Coach and develop direct reports to operate as consultative talent advisors, not order-takers.
• Identify skill gaps and create targeted development plans aligned to modern TA competencies, including market intelligence, discovery, stakeholder influence, and data usage.
• Build bench strength and succession readiness within the TA team.
• Address performance issues decisively, using data and clear expectations.

Expectation: Recruiters understand why roles matter, how success is measured, and how their work contributes to business outcomes.

Strategic Advisor to the Business

The Senior Manager operates as a strategic advisor to hiring leaders, HRBPs, and functional leadership.

• Partner closely with each business leader supported by the TA team to:

• Align hiring demand to business objectives, workforce plans, and financial constraints
• Provide talent market insight to influence role design, prioritization, and timing
• Challenge assumptions and recalibrate expectations when market or budget realities change

• Represent TA as a thought partner in conversations about growth, risk, and operational continuity - not just hiring execution.
• Influence decision-making through data, market intelligence, and structured discovery.

Expectation: TA is viewed as a value-adding business function, not a downstream service.

Modernizing Talent Acquisition Responsibilities

The Senior Manager is accountable for elevating and modernizing how Talent Acquisition operates.

Modern TA Operating Standards

• Embed discovery-led hiring practices across the team, replacing transactional intake behaviors.
• Drive adoption of modern TA tools, workflows, and analytics to improve:

• Speed and quality of hire
• Transparency and decision-making
• Recruiter efficiency and scalability

• Set consistent operating rhythms, including discovery checkpoints, prioritization cadence, and performance reviews.

Influence & Elevation of Team Responsibilities

• Expand the role of recruiters to include:

• Market and talent intelligence sharing
• Financial and RF1 awareness
• Early risk identification and escalation

• Reinforce accountability to enterprise outcomes: cost, quality, compliance, and experience.
• Champion continuous improvement and experimentation within governance guardrails.

Expectation: The TA team evolves with the business and stays aligned to modern enterprise standards.

Cross-Functional Partnership & Enablement

• Work closely with HRBPs, Finance, Total Rewards, HRIS, Legal, and functional leaders to deliver integrated talent solutions.
• Collaborate with Finance on RF1 hiring, prioritization, and cost discipline.
• Ensure TA initiatives and behaviors support broader HR and business strategies.

Leadership Standard

Success in this role requires the ability to:

• Hold people accountable with clarity and fairness
• Influence without authority
• Set and protect standards during periods of pressure or change
• Balance empathy with decisiveness
• Lead with data, discipline, and credibility

Summary Expectation

The Senior Manager, Talent Acquisition:

• Owns outcomes
• Develops people
• Elevates TA capability
• Influences the business
• Modernizes how talent is delivered

Welcome to impact. Welcome to innovation. Welcome to your new life.