manager talent acquisition

Rixos Hotels

<div>
 
 Company Description
 
 
 
 
 Rixos Qetaifan Island North
 
 
 
 Rixos Qetaifan Island North will comprise a 345-key hotel, along with a souq encompassing 11,000sqm of leasing space, a beach club, a theme park, and a waterpark. The resort will boast panoramic views of the Arabian Gulf. Rixos plans to provide a platform for showcasing Qatar as a tourism destination. One of the country&rsquo;s biggest draws will be Qetaifan Island North&rsquo;s Waterpark attraction. The Rig 1938 is the world&rsquo;s highest tower of its kind, reaching 82 metres.
 
 
 
 Job Description
 
 
 
 <ul>
 <li>
 Design and execute recruiting strategies to attract, evaluate and hire qualified candidates, proactively identifying hiring needs in partnership with business leaders
 </li>
 <li>
 Evaluate and refine sourcing and selection procedures; liaise with recruitment agencies to ensure competitive rates are negotiated
 </li>
 <li>
 Prepare and maintain accurate recruitment documentation, including Authority to Recruit, job descriptions, and all associated paperwork
 </li>
 <li>
 Keep abreast of industry trends and introduce innovative recruitment techniques to enhance candidate experience across job crafting, assessment, feedback, interviews, onboarding and alumni engagement
 </li>
 <li>
 Promote diversity in the workplace and ensure recruiting strategies attract diverse candidates
 </li>
 <li>
 Manage relationships with target schools and institutions; oversee campus recruiting, student marketing activities and recruitment events to establish strong employer brand presence
 </li>
 <li>
 Maintain talent pipelines with potential candidates and past applicants; manage candidate management system to ensure timely responses and accurate records
 </li>
 <li>
 Ensure all vacancies are filled in a timely manner in line with authorised headcount and budget; compile job advertisements with minimum one week internal circulation
 </li>
 <li>
 Leverage latest recruiting technology, tools and software (e.g. LinkedIn, Application Tracking System) to achieve cost efficiency and deliver excellent candidate experience
 </li>
 <li>
 Conduct workforce planning for future needs, taking into account trends, legislation and government support packages; ensure reference requests are obtained for all new starters within the probation period
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 **Required Qualifications:**
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources Management or related field
 </li>
 <li>
 Minimum 3 years of professional experience as a Recruitment or Talent Acquisition Manager in a large five-star hotel or resort environment
 </li>
 <li>
 Proven experience working in the Middle East region
 </li>
 <li>
 Comprehensive knowledge of Qatar labour law and hiring procedures specific to Qatar
 </li>
 <li>
 Demonstrated proficiency with Applicant Tracking Systems (ATS) and LinkedIn Recruiter or similar recruitment technology platforms
 </li>
 <li>
 Strong understanding of diversity and inclusion principles in recruitment and workforce planning
 
 
 </li>
 </ul>
 **Preferred Qualifications:**
 
 
 <ul>
 <li>
 Master's degree in Human Resources Management or Business Administration
 </li>
 <li>
 Experience managing recruitment agencies and negotiating vendor contracts
 </li>
 <li>
 Proven track record in campus recruitment and employer branding initiatives
 </li>
 <li>
 Knowledge of workforce planning methodologies and labour market trends
 </li>
 <li>
 Experience with recruitment metrics, analytics, and reporting
 </li>
 <li>
 Certification in Human Resources (CIPD, SHRM, or equivalent recognised body)
 </li>
 <li>
 Demonstrated ability to manage multiple recruitment projects simultaneously whilst meeting tight deadlines
 </li>
 <li>
 Excellent written and verbal communication skills with the ability to engage diverse stakeholders
 </li>
 </ul>
</div>

Manager, Talent Acquisition

Andiamo

<div>
 
 About Us
 
 
 
 We are building the infrastructure that powers the next generation of artificial intelligence. Our platform enables companies to train, deploy, and run large scale AI models with exceptional performance, reliability, and efficiency.
 
 
 Backed by more than $200M in funding from leading investors, we are one of the fastest growing companies in the AI infrastructure ecosystem. Our platform is trusted by cutting edge startups, global enterprises, and AI research teams pushing the boundaries of intelligent systems.
 
 
 We are operating at the center of a massive technological shift. The teams building modern AI need infrastructure that can scale with them, and we are building the cloud platform designed specifically for that future.
 
 
 Our company is still early enough that every hire matters and every leader shapes the trajectory of the organization.
 
 
 
 About The Role
 
 
 
 We are looking for a Senior Manager of Talent Acquisition to lead and scale recruiting during a period of rapid growth. This role will own strategy, execution, and team leadership across technical and non technical hiring as we continue expanding globally.
 
 
 You will lead a high performing recruiting team while partnering closely with executives, founders, and functional leaders to build world class teams across engineering, infrastructure, product, and go to market.
 
 
 This is a hands on leadership role for someone who thrives in fast scaling environments and knows how to build recruiting engines that consistently deliver exceptional talent.
 
 
 What You Will Do
 
 
 <ul>
 <li>
 Lead and scale a high performing talent acquisition team responsible for hiring across engineering, product, infrastructure, and business roles.
 </li>
 <li>
 Partner with executive leadership and hiring managers to forecast hiring needs and develop recruiting strategies that support aggressive growth goals.
 </li>
 <li>
 Design and continuously improve recruiting processes that enable speed, quality, and exceptional candidate experience.
 </li>
 <li>
 Drive high caliber hiring across competitive technical markets including distributed systems, machine learning infrastructure, and AI platform engineering.
 </li>
 <li>
 Mentor and develop recruiters while building a culture of excellence, ownership, and high standards.
 </li>
 <li>
 Implement data driven recruiting practices including pipeline metrics, forecasting, and performance tracking.
 </li>
 <li>
 Collaborate with leadership on employer brand strategy and positioning within the AI ecosystem.
 
 
 </li>
 </ul>
 What Makes You Successful In This Role
 
 
 <ul>
 <li>
 8 or more years of recruiting experience with at least 3 years managing recruiters or leading talent acquisition teams.
 </li>
 <li>
 Experience building recruiting functions within high growth technology companies.
 </li>
 <li>
 Track record of leading high volume hiring while maintaining exceptional talent quality.
 </li>
 <li>
 Strong partnership with executive leadership and hiring managers across technical organizations.
 </li>
 <li>
 Ability to recruit and close highly sought after technical talent in competitive markets.
 </li>
 <li>
 Comfort operating in fast moving startup environments where priorities evolve quickly.
 </li>
 <li>
 Strong operational mindset with experience building scalable hiring processes.
 
 
 </li>
 </ul>
 
 Compensation &amp; Benefits
 
 
 
 We offer competitive compensation including base salary, performance bonus, and meaningful equity. Benefits include comprehensive health coverage, flexible time off, retirement plans, and additional perks designed to support our team.
 
 
 
 About Andiamo
 
 
 
 Talent Partners for the AI Revolution. As a globally recognized staffing and consulting firm, we specialize in placing the top 2% of technology and go-to-market professionals with the world&rsquo;s largest and most well-known companies.
 
 
 For over 20 years, we've maintained the status of tier-one vendor for firms such as Palantir, Amazon, Fluidstack, Bloomberg, Relativity Space, Firefly, MasterCard, Visa, Two Sigma, Citadel, as well as other major financial services firms, elite hedge funds, Google-backed tech start-ups, and major software firms.
 
 
 Our talent solutions include Permanent Placement, Contract Staffing, Executive Search, and Dedicated Recruiting Services (RPO). Find out more at www.andiamogo.com
</div>

Senior Manager, Talent Acquisition

Republic Services

<div>POSITION SUMMARY: The Sr. Manager, Talent Acquisition (Field) leads the enterprise field recruiting strategy and execution for 30,000+ positions nationally. The incumbent is responsible for developing and driving the long-term talent acquisition roadmap for field operations, ensuring the organization can attract, hire, and retain the talent necessary to meet operational, growth, workforce planning, and customer service objectives. The Sr. Manager, Talent Acquisition oversees a large team of Talent Acquisition leaders and recruiters and is accountable for enterprise hiring outcomes through strategic leadership, operational excellence, data-driven decision making, and strong cross-functional partnership. The incumbent serves as a key advisor to Operations, HR, and executive leadership on labor market trends, workforce risks, hiring capacity, and scalable recruiting solutions that support business performance. The Sr. Manager, Talent Acquisition plays a critical part in ensuring the organization maintains the workforce necessary to deliver consistent operational performance, customer service outcomes, and uninterrupted service delivery across the enterprise.
PRINCIPAL RESPONSIBILITIES:<ul><li>
Establish long-term recruiting strategies aligned to workforce planning, operational growth, labor market conditions, succession needs, customer service expectations, and business transformation initiatives.</li><li>
Lead and develop a high-performing organization of Talent Acquisition leaders and recruiting teams, driving accountability to performance expectations, operational rigor, and business outcomes.</li><li>
Build scalable recruiting infrastructure, processes, and operating models capable of supporting large-scale field hiring across diverse markets and operational environments.</li><li>
Ensure talent acquisition strategies support operational continuity, customer experience, and service reliability by ensuring they&rsquo;re aligned to business demand and workforce needs.</li><li>
Partner closely with Operations leadership to proactively anticipate workforce gaps and ensure the organization has the talent needed to support safe, efficient, and uninterrupted service delivery.</li><li>
Own enterprise delivery against core recruiting metrics including Time to Fill (TTF), Time to Hire (TTH), funnel conversion, quality of hire, offer acceptance, 30/90-day retention, recruiter productivity, and hiring manager satisfaction.</li><li>
Serve as a strategic advisor on labor market trends, competitive hiring dynamics, compensation pressures, workforce availability, and external talent landscape conditions.</li><li>
Leverage data, analytics, and market intelligence to identify trends, optimize performance, improve recruiting effectiveness, and influence enterprise workforce decisions.</li><li>
Lead continuous improvement initiatives focused on recruiting speed, scalability, process simplification, candidate experience, and operational efficiency.</li><li>
Enhance hiring leader engagement and accountability through clear governance, education, communication, and partnership.</li><li>
Build organizational capability within the Talent Acquisition function through leadership development, succession planning, performance management, and talent strategy evolution.</li><li>
Performs other job-related duties as assigned or apparent.</li></ul>
QUALIFICATIONS:<ul><li>
Demonstrated success building and leading enterprise recruiting strategies in complex, high-volume, geographically dispersed environments.</li><li>
Proven ability to lead through scale, complexity, and operational ambiguity while driving measurable business outcomes.</li><li>
Strong executive presence with the ability to influence senior operational and HR leaders across the organization.</li><li>
Deep experience using workforce data, recruiting analytics, and labor market intelligence to drive strategy and operational decision-making.</li></ul>
MINIMUM REQUIREMENTS:<ul><li>
7 - 10 years of progressive experience in talent acquisition, including leading full-cycle recruiting strategies in a high-volume complex organization with accountability for hiring outcomes and candidate experience.</li><li>
Proven experience leading recruiting execution through others, establishing scalable processes and standards, and partnering with key stakeholders to drive hiring strategies that align with business objectives.</li></ul>
This position is a hybrid role based at Republic Service's headquarters in Phoenix, AZ. Hybrid is 4-days per week onsite, and 1-day remote. This position will not be eligible to be fully remote.
Rewarding Compensation and Benefits<div>
Eligible employees can elect to participate in: 
<ul><li>Comprehensive medical benefits coverage, dental plans and vision coverage.</li><li>Health care and dependent care spending accounts.</li><li>Short- and long-term disability.</li><li>Life insurance and accidental death &amp; dismemberment insurance.</li><li>Employee and Family Assistance Program (EAP).</li><li>Employee discount programs.</li><li>Retirement plan with a generous company match.</li><li>Employee Stock Purchase Plan (ESPP).</li></ul></div><ul><li>Paid Time Off (PTO)</li><li>Benefits: https://jobs.republicservices.com/us/en/about-us/benefits</li></ul>
The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.
EEO STATEMENT:Republic Services is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, relationship or association with a protected veteran (spouses or other family members), genetic information, or any other characteristic protected by applicable law. For any concerns relating to Republic Services&rsquo; commitment to equal opportunity employment, you may contact the AWARE Line at 1-866-3-AWARE-4. 
ABOUT THE COMPANY
Republic Services, Inc. (NYSE: RSG) is a leader in the environmental services industry. We provide customers with the most complete set of products and services, including recycling, waste, special waste, hazardous waste and field services. Our industry-leading commitments to advance circularity and support decarbonization are helping deliver on our vision to partner with customers to create a more sustainable world.
In 2023, Republic&rsquo;s total company revenue was $14.9 billion, and adjusted EBITDA was $4.4 billion. We serve 13 million customers and operate more than 1,000 locations, including collection and transfer stations, recycling and polymer centers, treatment facilities, and landfills.
Although we operate across North America, the collection, recycling, treatment, or disposal of materials is a local business, and the dynamics and opportunities differ in each market we serve. By combining local operational management with standardized business practices, we drive greater operating efficiencies across the company while maintaining day-to-day operational decisions at the local level, closest to the customer.
Our customers, including small businesses, major corporations and municipalities, want a partner with the expertise and capabilities to effectively manage their multiple recycling and waste streams. They choose Republic Services because we are committed to exceeding their expectations and helping them achieve their sustainability goals. Our 41,000 team members understand that it's not just what we do that matters, but how we do it.
Our company values guide our daily actions:<ul><li>
Safe: We protect the livelihoods of our colleagues and communities.</li><li>
Committed to Serve: We go above and beyond to exceed our customers&rsquo; expectations.</li><li>
Environmentally Responsible: We take action to improve our environment.</li><li>
Driven: We deliver results in the right way.</li><li>
Human-Centered: We respect the dignity and unique potential of every person.</li></ul>
We are proud of our high employee engagement score of 86. We have an inclusive and diverse culture where every voice counts. In addition, our team positively impacted 4.6 million people in 2023 through the Republic Services Charitable Foundation and local community grants. These projects are designed to meet the specific needs of the communities we serve, with a focus on building sustainable neighborhoods.
STRATEGY
Republic Services&rsquo; strategy is designed to generate profitable growth. Through acquisitions and industry advancements, we safely and sustainably manage our customers&rsquo; multiple waste streams through a North American footprint of vertically integrated assets.
We focus on three areas of growth to meet the increasing needs of our customers: recycling and waste, environmental solutions and sustainability innovation.
With our integrated approach, strengthening our position in one area advances other areas of our business. For example, as we grow volume in recycling and waste, we collect additional material to bolster our circularity capabilities. And as we expand environmental solutions, we drive additional opportunities to provide these services to our existing recycling and waste customers.
Recycling and Waste
We continue to expand our recycling and waste business footprint throughout North America through organic growth and targeted acquisitions. The 13 million customers we serve and our more than 5 million pick-ups per day provide us with a distinct advantage. We aggregate materials at scale, unlocking new opportunities for advanced recycling. In addition, we are cross-selling new products and services to better meet our customers&rsquo; specific needs.
Environmental Solutions
Our comprehensive environmental solutions capabilities help customers safely manage their most technical waste streams. We are expanding both our capabilities and our geographic footprint. We see strong growth opportunities for our offerings, including PFAS remediation, an increasing customer need. 
SUSTAINABILITY INNOVATION
Republic&rsquo;s recent innovations to advance circularity and decarbonization demonstrate our unique ability to leverage sustainability as a platform for growth.
The Republic Services Polymer Center is the nation&rsquo;s first integrated plastics recycling facility. This innovative site processes rigid plastics from our recycling centers, producing recycled materials that promote true bottle-to-bottle circularity. We also formed Blue Polymers, a joint venture with Ravago, to develop facilities that will further process plastic material from our Polymer Centers to help meet the growing demand for sustainable packaging. We are building a network of Polymer Centers and Blue Polymer facilities across North America.
We continue to advance decarbonization at our landfills. As demand for renewable energy continues to grow, we have 70 landfill gas-to-energy projects in operation and plan to expand our portfolio to 115 projects by 2028.
RECENT RECOGNITION<ul><li>
Barron&rsquo;s 100 Most Sustainable Companies</li><li>
CDP Discloser</li><li>
Dow Jones Sustainability Indices</li><li>
Ethisphere&rsquo;s World&rsquo;s Most Ethical Companies</li><li>
Fortune World&rsquo;s Most Admired Companies</li><li>
Great Place to Work</li><li>
Sustainability Yearbook S&amp;P Global</li></ul></div>

Sr. Manager Talent Acquisition - Field

<div>Work Location:
Mount Laurel, New Jersey, United States of America
Hours:
40
Pay Details:
$115,440 - $186,160 USD
TD is committed to providing fair and equitable compensation opportunities to all colleagues. Growth opportunities and skill development are defining features of the colleague experience at TD. Our compensation policies and practices have been designed to allow colleagues to progress through the salary range over time as they progress in their role. The base pay actually offered may vary based upon the candidate's skills and experience, job-related knowledge, geographic location, and other specific business and organizational needs.
As a candidate, you are encouraged to ask compensation related questions and have an open dialogue with your recruiter who can provide you more specific details for this role.
Line of Business:
Human Resources
Job Description:
The Senior Manager, Talent Acquisition is accountable for driving talent acquisition strategy and end-to-end delivery for TD&rsquo;s Sales &amp; Operations functions including Commercial, Wealth, Residential Lending, Auto Finance, and all banking operations across the US. As a member of the Talent Acquisition Leadership Team, the role acts as a strategic partner to senior business leaders, translating business priorities into effective, scalable hiring strategies.
 
 
The role operates at the intersection of business strategy and people &mdash; going well beyond transactional recruiting to shape how TD identifies, attracts, and secures the talent that powers its most critical functions.
The Senior Manager leads a team of recruiters and sourcing specialists and is accountable for both today&rsquo;s hiring outcomes and building the TA infrastructure that positions TD for the future - including emerging hiring technologies, skills-based hiring frameworks, talent market trends, and proactive talent pipeline development.
Depth &amp; Scope
<ul><li>Provides strategic leadership for end-to-end recruiting delivery sales and operations functions for the US.
</li><li>Partners with business and HR leaders to shape and execute hiring plans, with quarterly updates aligned to workforce demand and evolving priorities.
</li><li>Translates business hiring needs into proactive talent strategies, ensuring pipelines are built ahead of demand.
</li><li>Drives a high performing talent acquisition team, setting clear expectations and holding teams accountable for results, efficiency, and quality.
</li><li>Serves as the primary TA partner for senior HR Business Partners and business leaders across sales and operations functions, delivering consultative, insight-led talent advisory.
</li><li>Leverages data, analytics, and labor market intelligence to identify trends, risks, and opportunities, enabling informed decision‑making on hiring strategy and location.
</li><li>Collaborate with Employer Brand team to strengthen talent attraction and TD's position as an employer of choice.
</li><li>Advances in recruiting effectiveness and hiring manager capability through innovation, best practice, and process optimization.
</li><li>Champions, an exceptional candidate experience at every touchpoint &mdash; ensuring each interaction with TD is reflective of our &quot;remarkably human and refreshingly simple&quot; brand.
</li><li>Works with L&amp;D and HRBPs to integrate internal mobility into the broader TA strategy, ensuring we develop talent from within alongside attracting it externally.
</li><li>Builds and nurtures talent communities for critical and hard-to-fill roles, particularly niche commercial lending, and wealth advisory roles.
</li></ul>Customer Accountabilities
<ul><li>Understands and supports the Bank&rsquo;s Customer Service Strategy.
</li><li>Considering the impact of advice and decisions on the well-being of the Bank, as well as its customers, its employees, and stakeholders.
</li><li>Provides the highest level of Customer service when dealing with internal partners, vendors, or our customers.
</li><li>Leads, coaches and models' quality service delivery at every interaction.
</li><li>Supports the ongoing improvement of partner/customer experience.
</li></ul>Employee/Team Accountabilities
<ul><li>Directs, coaches, and develops a high-performing team through ongoing performance management, feedback, and development planning.
</li><li>Fosters a team culture grounded in accountability, collaboration, continuous learning, and inclusivity.
</li><li>Sets clear context and direction for the team to enable strong performance and alignment to business strategy.
</li><li>Elevates team capability by upskilling recruiters, ensuring the team has the skills and expertise to deliver modern, effective recruiting solutions.
</li><li>Leads the team through talent acquisition transformation, supporting new ways of working and ensuring adoption of updated processes, tools, and delivery models.
</li><li>Embeds include hiring practices across recruiting activities.
</li><li>Ensures all hiring activity is compliant with employment legislation across all jurisdictions TD operates in.
</li></ul>Leadership Capability
<ul><li>Demonstrated success leading and developing high performing talent acquisition teams.
</li><li>Thinks strategically and connects TA priorities to broader business and workforce planning objectives.
</li><li>Build trust quickly with senior leaders and acts as a credible, consultative partner &mdash; not just a service provider.
</li><li>Leads with inclusion and champions equitable hiring practices.
</li><li>Experience leading teams through talent acquisition transformation; comfortable navigating ambiguity and bringing others along on the journey.
</li><li>Holds themselves and their team to high standards while creating an environment where people feel supported and motivated to do their best work.
</li><li>Committed to operational excellence, risk and control discipline, and consistent application of standards and governance.
</li><li>Stay curious and future-focused, continuously scanning the talent landscape and bringing forward-thinking ideas to how TD recruits.
</li></ul>Education &amp; Experience
<ul><li>Post-secondary education in Human Resources, Business, or a related field; CHRL, SHRM-CP/SCP, or equivalent designation is an asset.
</li><li>7 + years of progressive talent acquisition experience, with a minimum of 4 years in a people leadership role.
</li><li>Demonstrated experience leading teams and/or recruiting for sales roles within a financial services environment.
</li><li>Solid command of recruiting metrics and the ability to translate data into actionable insights and stakeholder-ready reporting.
</li><li>Hands-on experience with ATS and HRIS platforms; Workday experience strongly preferred.
</li><li>Strong familiarity with AI-powered recruiting and sourcing tools.
</li><li>Proven track record of influencing senior stakeholders and leading talent acquisition transformation initiatives.
</li><li>Effective executive communicator and influencer, with experience presenting insights, recommendations, and outcomes to senior leadership and executive forums.
</li></ul>Physical Requirements:
Never: 0%; Occasional: 1-33%; Frequent: 34-66%; Continuous: 67-100%
<ul><li>Domestic Travel &ndash; Occasional
</li><li>International Travel &ndash; Never
</li><li>Performing sedentary work &ndash; Continuous
</li><li>Performing multiple tasks &ndash; Continuous
</li><li>Operating standard office equipment - Continuous
</li><li>Responding quickly to sounds &ndash; Occasional
</li><li>Sitting &ndash; Continuous
</li><li>Standing &ndash; Occasional
</li><li>Walking &ndash; Occasional
</li><li>Moving safely in confined spaces &ndash; Occasional
</li><li>Lifting/Carrying (under 25 lbs.) &ndash; Occasional
</li><li>Lifting/Carrying (over 25 lbs.) &ndash; Never
</li><li>Squatting &ndash; Occasional
</li><li>Bending &ndash; Occasional
</li><li>Kneeling &ndash; Never
</li><li>Crawling &ndash; Never
</li><li>Climbing &ndash; Never
</li><li>Reaching overhead &ndash; Never
</li><li>Reaching forward &ndash; Occasional
</li><li>Pushing &ndash; Never
</li><li>Pulling &ndash; Never
</li><li>Twisting &ndash; Never
</li><li>Concentrating for long periods of time &ndash; Continuous
</li><li>Applying common sense to deal with problems involving standardized situations &ndash; Continuous
</li><li>Reading, writing and comprehending instructions &ndash; Continuous
</li><li>Adding, subtracting, multiplying and dividing &ndash; Continuous
</li></ul>The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required. The listed or specified responsibilities &amp; duties are considered essential functions for ADA purposes.
#LI-AMCBCorporate
Who We Are:
TD is one of the world's leading global financial institutions and is the fifth largest bank in North America by branches/stores. Every day, we strive to make every interaction, product, and experience remarkably human and refreshingly simple for over 27 million households and businesses in Canada, the United States and around the world. More than 95,000 TD colleagues bring their skills, talent, and creativity to foster deeper relationships, ensure disciplined execution, and build a simpler, faster banking experience. TD is deeply committed to being a leader in client experience, that is why we believe that all colleagues, no matter where they work, are client facing. Together, we are reimagining what banking can be for our clients, colleagues and communities.
Our Total Rewards Package 
 
Our Total Rewards package reflects the investments we make in our colleagues to help them and their families achieve their financial, physical and mental well-being goals. Total Rewards at TD includes base salary and variable compensation/incentive awards (e.g., eligibility for cash and/or equity incentive awards, generally through participation in an incentive plan) and several other key plans such as health and well-being benefits, savings and retirement programs, paid time off (including Vacation PTO, Flex PTO, and Holiday PTO), banking benefits and discounts, career development, and reward and recognition. Learn more
Additional Information:
 
We&rsquo;re delighted that you&rsquo;re considering building a career with TD. Through regular development conversations, training programs, and a competitive benefits plan, we&rsquo;re committed to providing the support our colleagues need to thrive both at work and at home.
 
 
Colleague Development
If you&rsquo;re interested in a specific career path or are looking to build certain skills, we want to help you succeed. You&rsquo;ll have regular career, development, and performance conversations with your manager, as well as access to an online learning platform and a variety of mentoring programs to help you unlock future opportunities. 
If you&rsquo;re passionate about helping clients and building deep, lasting relationships, TD offers diverse career paths where you can grow your expertise and make a meaningful impact.
We're committed to your success and foster a respectful workplace where diverse perspectives are valued, everyone has fair opportunities to grow, and you can unlock your full potential to achieve your career goals. Here at TD, we hire and develop the best.
Training &amp; Onboarding
 
We will provide training and onboarding sessions to ensure that you&rsquo;ve got everything you need to succeed in your new role.
 
 
Interview Process
 
We&rsquo;ll reach out to candidates of interest to schedule an interview. We do our best to communicate outcomes to all applicants by email or phone call.
Accommodation
TD Bank is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, status as a protected veteran or any other characteristic protected under applicable federal, state, or local law.
If you are an applicant with a disability and need accommodations to complete the application process, please email TD Bank US Workplace Accommodations Program at USWAPTDO@td.com . Include your full name, best way to reach you and the accommodation needed to assist you with the applicant process.</div>

Sr. Manager Talent Acquisition (Sales & Operations)

METROMAX Real Estate

HR Manager / Talent Acquisition Manager - Real EstateLocation: Dubai, UAE Company: Metromax Real EstateAbout MetromaxMetromax is a fast-growing real estate brokerage in Dubai, focused on helping clients identify and invest in high-potential opportunities across the UAE property market. As we continue to expand, we are building a high-performance team driven by professionalism, integrity, and a strong client-first approach.About the RoleWe are looking for an HR professional with experience in the real estate sector to join our team. The primary responsibility of this role will be talent acquisition, with a strong focus on hiring and onboarding real estate agents. The role will also support HR operations, compliance, documentation, and internal coordination.Key Responsibilities<ul><li>Lead end-to-end recruitment of real estate agents and support staff</li><li>Source, screen, interview, and coordinate candidates throughout the hiring process</li><li>Manage onboarding and employee documentation</li><li>Support HR administration, compliance, and record management</li><li>Coordinate with internal teams on day-to-day operational requirements</li><li>Maintain recruitment trackers and hiring reports</li></ul>Requirements<ul><li>Prior HR or recruitment experience in the UAE real estate industry</li><li>Proven track record of hiring real estate agents</li><li>Strong understanding of UAE recruitment practices and employment processes</li><li>Excellent communication, organizational, and coordination skills</li><li>Ability to thrive in a fast-paced and growth-oriented environment</li></ul>Why Join Metromax?<ul><li>Opportunity to be part of a growing real estate company</li><li>High ownership and direct exposure to leadership</li><li>Dynamic and entrepreneurial work environment</li><li>Career growth opportunities as the company scales</li></ul>ApplyIf you have experience hiring within the real estate sector and are looking to grow with an ambitious team, we&rsquo;d love to hear from you.Pay: AED4,500.00 - AED6,000.00 per monthApplication Question(s):<ul><li>Do you have a direct experience of hiring real estate agents in Dubai? </li></ul>Work Location: In person

HR Manager / Talent Acquisition - Real Estate

<div>Principal Product Manager &ndash; Talent Acquisition Technology (Individual Contributor)
Description -
About the Role
HP is transforming the digital experience for candidates, hiring managers, and HR teams worldwide. We are seeking a Product Manager for the Attract &amp; Acquire products with deep expertise across the Talent Acquisition technology landscape and a strong focus on AI-enabled solutions.
This role operates at the intersection of HR, technology, and product management , providing product leadership for Talent Acquisition products associated with the Attract &amp; Acquire value stream. The Principal Product Manager is responsible for defining digital solution strategy, guiding roadmap priorities, and ensuring solutions effectively support global recruiting processes, scalability, and user experience.
This is a strategic IC role for an experienced product leader who brings strong domain judgment, systems thinking, and the ability to influence outcomes across global, cross‑functional teams&mdash;without formal people management.
<div></div>What You&rsquo;ll Do
Product Strategy &amp; Platform Ownership
<ul><li>Serve as Product Manager for enterprise Talent Acquisition technology platforms, with accountability for product strategy, roadmap definition, and ongoing evolution.
</li><li>Translate Talent Acquisition business needs and priorities into clear product direction and capability roadmaps .
</li><li>Provide product leadership for AI-enabled recruiting capabilities , including talent intelligence, matching, and skills inference, ensuring alignment with recruiting processes and policies.
</li><li>Provide clear direction on priorities, sequencing, and scope to delivery teams, enabling aligned execution against roadmap objectives.
</li><li>Ensure platform decisions consider scalability, user experience, data integrity, and compliance across global regions.
</li></ul><div></div>Delivery Enablement &amp; Validation
<ul><li>Lead definition of product requirements and capability design , translating business needs into clear, actionable specifications for delivery teams.
</li><li>Own user acceptance testing (UAT) strategy and validation , defining success criteria, guiding test scenarios, and ensuring solutions meet business requirements prior to scaled deployment.
</li><li>Lead and orchestrate proof-of-concept initiatives and pilot programs for new capabilities (e.g., AI-enabled solutions), partnering with delivery teams to validate feasibility, business value, and scalability before broader rollout.
</li><li>Partner with stakeholders to evaluate pilot outcomes and inform roadmap priorities , balancing innovation with operational readiness.
</li></ul><div></div>Ecosystem &amp; Integration Alignment
<ul><li>Act as the primary product point of contact for the Talent Acquisition technology ecosystem , ensuring alignment across recruiting, core HR, and adjacent talent platforms.
</li><li>Collaborate with architecture, security, and integration partners to ensure solutions align with enterprise standards and approved designs .
</li><li>Provide product input into integration and data flow decisions to support consistent and reliable recruiting data.
</li></ul><div></div>Cross-Functional Collaboration &amp; Influence
<ul><li>Partner closely with Talent Acquisition leadership and HR Centers of Excellence to ensure platforms effectively support recruiting operations and evolving business needs.
</li><li>Influence cross-functional stakeholders through product expertise, data, and clear articulation of tradeoffs .
</li><li>Participate in vendor roadmap discussions and release planning to align upcoming capabilities with HP recruiting priorities.
</li><li>Serve as a trusted subject matter expert for Talent Acquisition technology within HR and IT communities.
</li></ul><div></div>Analytics, Governance &amp; Continuous Improvement
<ul><li>Use data and insights to assess platform adoption, performance, and effectiveness , identifying opportunities for continuous improvement.
</li><li>Develop and contribute to governance, change, and adoption practices to support consistent and compliant use of recruiting platforms.
</li><li>Champion responsible application of AI and automation within defined policy and governance frameworks.
</li></ul><div></div>Thought Leadership &amp; Knowledge Sharing
<ul><li>Maintain deep expertise in Talent Acquisition technology, AI trends, and recruiting best practices.
</li><li>Share knowledge and lessons learned with peers and team members, contributing to capability development across the HR technology community.
</li><li>Stay current on industry trends to inform product enhancements and improvement efforts.
</li></ul><div></div>What You Bring
<ul><li>10+ years of experience in HR Technology, HRIS, or SaaS product management roles.
</li><li>Proven success leading complex Talent Acquisition technology initiatives in global enterprise environments.
</li><li>Deep expertise with recruiting platforms such as Eightfold, Workday Recruiting, or comparable ATS/CRM solutions .
</li><li>Familiarity with AI/ML concepts in recruiting , such as skills inference and matching.
</li><li>Strong understanding of end-to-end recruiting processes and how technology enables them.
</li><li>Demonstrated ability to influence without authority , manage competing priorities, and drive alignment.
</li><li>Analytical mindset with experience using data to inform product decisions.
</li></ul><div></div>Preferred Qualifications
<ul><li>Experience with Workday, Eightfold, ServiceNow , or similar enterprise HR platforms.
</li><li>Background in HR data, reporting, or analytics.
</li><li>Participation in HR technology forums or product communities.
</li></ul><div></div><div>The pay range for this role is $116,150 to $205,200 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.
Benefits:
Health insurance
<ul><li>Dental insurance
</li><li>Vision insurance
</li><li>Long term/short term disability insurance
</li><li>Employee assistance program
</li><li>Flexible spending account
</li><li>Life insurance
</li></ul>Generous time off policies, including:
<ul><li>4-12 weeks fully paid parental leave based on tenure
</li><li>11 paid holidays
</li><li>Additional flexible paid vacation and sick leave ( US benefits overview )
</li></ul>The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
</div>Job -
Human Resources
Schedule -
Full time
Shift -
No shift premium (United States of America)
Travel -
Relocation -
Equal Opportunity Employer (EEO) -
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
For more information, review HP&rsquo;s EEO Policy or read about your rights as an applicant under the law here: &ldquo; Know Your Rights: Workplace Discrimination is Illegal &quot;</div>

Principal Product Manager – Talent Acquisition Technology (Individual Contributor)

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Principal Product Manager – Talent Acquisition Technology (Individual Contributor)