Introduction
At IBM, work is more than a job - it's a calling: To build. To design. To code. To consult. To think along with clients and sell. To make markets. To invent. To collaborate. Not just to do something better, but to attempt things you've never thought possible. Are you ready to lead in this new era of technology and solve some of the world's most challenging problems? If so, let's talk.
Role Summary
Your role and responsibilities
As a Talent Acquisition Manager at IBM, you will lead the end-to-end hiring strategy and execution for the Sales domain. This role requires a strategic thinker and hands-on leader who can manage complex hiring initiatives, collaborate with senior stakeholders, and develop high-performing recruiting teams. You'll be instrumental in shaping our talent strategy to ensure IBM continues to attract and hire top sales talent.
Key Responsibilities
- Strategic Hiring Planning
Develop and execute robust hiring strategies aligned with business needs.
Oversee demand forecasting, project timelines, recruiter capacity planning, and delivery milestones across the region.
- Talent Market Intelligence
Analyze market trends and talent insights to inform hiring decisions.
Act as a key advisor to business stakeholders on workforce trends and talent availability.
- Team Leadership
Lead and inspire a team of recruiters, fostering a high-performance culture.
Provide coaching, mentorship, and support to enhance individual and team capabilities.
- Agile Talent Acquisition
Drive agile recruitment practices including sprint planning, velocity tracking, and continuous improvement.
Monitor performance against KPIs and proactively address delivery blockers.
- Servant Leadership
Promote open communication and alignment across HR and business units.
Champion transparency, collaboration, and trust across stakeholder groups.
- Stakeholder Engagement
Build strong partnerships with hiring managers and senior business leaders.
Provide regular updates on hiring progress, address escalations, and maintain clear, consistent communication.
- Data-Driven Decision Making
Establish, track, and report on recruitment performance metrics.
Use insights to refine strategies, improve time-to-fill, and enhance candidate experience.
Preferred Education
None
Required Technical And Professional Expertise
Minimum 5 years of experience in recruiting management
Strong Analytical Skills With Experience In Data-driven Decision-making
Proven business acumen, judgment, and strategic thinking
Excellent negotiation and influencing abilities
Strong written and verbal communication skills
Minimum 3 years of experience in consulting or partnering with senior leaders
Exceptional time and project management skills
Fluent in English and Japanese
Preferred Technical And Professional Experience
Experience with Agile methodologies (e.g., sprints, retrospectives)
Demonstrated commitment to continuous improvement and professional development
Strong digital presence and commitment to Digital Eminence
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