IBM - Deputy General Manager - Talent Acquisition Delivery

Introduction:
- A career in IBM Consulting embraces long-term relationships and close collaboration with clients across the globe. In this role, you will work for IBM BPO, part of Consulting that accelerates digital transformation using agile methodologies, process mining, and AI-powered workflows.
- You will work with visionaries across multiple industries to improve the hybrid cloud and AI journey for the most innovative and valuable companies in the world. Your ability to accelerate impact and make meaningful change for your clients is enabled by our strategic partner ecosystem and our robust technology platforms across the IBM portfolio, including IBM Software and Red Hat.
- Curiosity and a constant quest for knowledge serve as the foundation to success in IBM Consulting. In your role, you will be supported by mentors and coaches who will encourage you to challenge the norm, investigate ideas outside of your role, and come up with creative solutions resulting in groundbreaking impact for a wide network of clients. Our culture of evolution and empathy centers on long-term career growth and learning opportunities in an environment that embraces your unique skills and experience.
Your Role and Responsibilities:
As the Deputy General Manager - Talent Acquisition, you will be responsible for leading enterprise talent acquisition strategy across teams, geographies, and service lines. This role requires balancing strategic planning with operational excellence while partnering with executive leadership to deliver business outcomes.
Strategic Leadership:
- Develop and execute the Talent Acquisition strategy aligned with business growth objectives, workforce plans, and organisational priorities.
- Partner with Business Unit Leaders, HR Executives, and Global Talent Leaders to forecast workforce demand and build long-term hiring strategies.
- Lead workforce planning discussions by leveraging talent market intelligence, competitor benchmarking, and predictive hiring analytics.
- Drive strategic initiatives to improve hiring velocity, quality of hire, diversity hiring, and cost.
Executive Stakeholder Management:
- Serve as a trusted advisor to senior business executives on talent strategy, hiring risks, and market trends.
- Influence executive decision-making through data-driven insights and recruitment analytics.
- Present hiring performance, talent landscape, and strategic recommendations during leadership reviews and governance forums.
- Build strong partnerships across HR, Finance, Legal, Procurement, Compensation, and Business Leadership teams.
Talent Acquisition Delivery:
- Must have APAC region Talent acquisition experience.
- Managing APAC Talent Acquisition operations and recruiters based across countries such as Singapore, the Philippines, and other APAC locations.
- Experience handling IT and non-IT hiring, preferably for FMCG clients but not mandatory.
- Provide overall leadership for end-to-end recruitment delivery across multiple business portfolios, regions, or accounts.
- Ensure achievement of hiring targets while consistently meeting Service Level Agreements (SLAs), quality standards, and customer satisfaction metrics.
- Drive continuous improvement across sourcing, assessment, selection, offer management, and onboarding processes.
- Oversee hiring for executive, niche, and business-critical positions while ensuring an exceptional candidate experience.
- Lead recruitment transformation initiatives through automation, AI-enabled recruiting, digital sourcing, and process redesign.
People Leadership:
- Lead, mentor, and develop Recruitment Managers and senior recruitment leaders across multiple teams.
- Build a high-performing, inclusive, and engaged Talent Acquisition organization focused on accountability and continuous learning.

- Drive succession planning and leadership development within the recruitment function.
- Establish performance management frameworks with clear goals, coaching, and career development opportunities.
Required Experience:
- 15+ years of progressive experience in Talent Acquisition, Recruitment Operations, or Workforce Strategy.
- Minimum 8 - 10 years of leadership experience managing large recruitment organizations within a matrix environment.
- Proven experience leading enterprise hiring programs across multiple business units or geographies.
- Strong expertise in workforce planning, executive stakeholder management, governance, and recruitment operations.
- Experience managing high-volume, niche, and leadership hiring across complex organizations.
- Demonstrated success leading large-scale recruitment transformation initiatives.
- Strong financial acumen with experience managing recruitment budgets and operational metrics.
Preferred Qualifications:
- MBA or Postgraduate Degree in Human Resources, Business Administration, or a related discipline.
- Experience within Global Capability Centers (GCC), Shared Services, IT Services, Consulting, or BPO organizations.
- Exposure to global recruitment delivery models and international hiring.
- Certification in HR, Change Management, Project Management, or Lean/Six Sigma is an advantage.