Guidant Global
Website:
guidantglobal.com
Job details:
About Guidant Global:
Guidant Global delivers dynamic, tailored workforce solutions that empower businesses to thrive in ever-evolving markets. Through our MSP, RPO, Direct Sourcing, Services Procurement and Consulting services, we help organizations find, engage, and manage the best permanent and contingent talent across the globe.
Part of Impellam Group, we champion A Better Way, a people-first approach that integrates deep industry expertise with advanced technology. Our technology turns workforce complexity into clarity, with real-time insights that support smarter talent decisions at scale.
With over 1.5 million STEM and professional experts in our network across 80+ countries, we don't just solve today's challenges. We're helping to shape the workforce of tomorrow.
About Guidant Global India:
At Guidant Global India, we play our part in shaping the future of work by powering recruitment and support services for Guidant teams across APAC and wider global markets. As a strategic delivery hub and global capability center, we partner with stakeholders worldwide to raise quality, strengthen compliance, and deliver consistently at scale.
We're not standing still. We're building deeper capability in-house, taking ownership of the work that matters most, and designing an agile, future-ready delivery model built for where the business is heading next.
Join us, and you'll be part of a people-first team that's expert, ambitious, and collaborative, delivering A Better Way, every day.
Role Overview:
- The Operations Manager - Talent Enablement is the accountable owner of Talent Enablement (Compliance & Ops) within Vertage Global’s Global Capability Centre in Hyderabad, supporting onshore delivery across multiple regions as well as India-based operations. The role is responsible for the quality, consistency, and compliance of enablement work performed by a team of 25+ FTE, providing a single point of ownership for a function that has until now been covered informally alongside recruitment responsibilities.
- The role leads the Talent Enablement Team Leaders and directly manages Team Members where a Team Leader is not yet in place. Reporting to the VP Talent Management, the Operations Manager - Talent Enablement owns the enablement agenda end-to-end — compliance oversight (including India-based compliance activities), coaching standards, supplier engagement, and capability development — and translates it into consistent day-to-day delivery for onshore and India-based stakeholders.
- Working a 13:00 – 22:00 IST pattern to overlap with onshore business hours, the role acts as the GCC’s primary point of contact for Talent Enablement with onshore teams and suppliers, builds a visible career path from team member to Team Leader, and ensures the function is positioned to scale as the business grows.
- While the core responsibilities of this role are consistent across the organization, the specific focus, priorities, and day-to-day activities will vary depending on the accounts, regions, and suppliers in scope. Further detail will be provided during the recruitment and screening process.
Key Responsibilities:
Leadership & People Management:
- Provide visible, values-led leadership across the Talent Enablement function, comprising Team Leaders and Team Members.
- Lead, coach, and develop the Team Leaders — both of whom are stepping into their first people-management roles — ensuring they lead their teams effectively and to a consistent standard.
- Directly manage Team Members in areas where a Team Leader is not yet in place, including 1:1s, objective setting, and performance reviews.
- Introduce and run a structured, function-specific performance review cycle tied to compliance and operational KPIs.
- Own headcount planning, onboarding, capability development, and succession for the function, and champion a clear career path from Team Member to Team Leader.
- Initiate and oversee performance improvement plans where required, in partnership with the VP Talent Management and HR.
Compliance Oversight & Quality:
- Act as the single accountable owner for compliance quality, consistency, and audit-readiness across Talent Enablement activity, including India-based compliance activities.
- Establish and maintain clear standards, checklists, and quality controls for compliance and operational processes, intervening promptly where standards are not met.
- Own the escalation route for compliance issues and exceptions, replacing informal, ad hoc escalation to recruitment leaders.
- Uphold data privacy, regulatory, and contractual governance requirements across the function, in line with the requirements of each region supported, including India.
- Own the compliance and operational activities performed in India, ensuring they meet the same standards of quality, accuracy, and audit-readiness as onshore-facing work.
- Support internal and client audits, ensuring evidence and records are complete, accurate, and readily available.
Supplier Engagement & Partnership:
- Own the relationship between the GCC Talent Enablement team and supplier partners, ensuring suppliers are engaged, onboarded, and managed to the required compliance and service standards.
- Work with onshore teams to resolve supplier-related compliance, documentation, and operational issues quickly and constructively.
- Monitor supplier performance and responsiveness, and escalate risks or recurring issues in a timely, solution-focused manner.
- Identify opportunities to strengthen supplier processes and communication so that engagement is consistent across regions.
Operational Delivery & Continuous Improvement:
- Own delivery performance for Talent Enablement, including turnaround times, accuracy, SLA adherence, and workload balance across teams and regions.
- Monitor team and individual KPI performance through regular structured reviews, identifying and resolving performance risks early.
- Ensure workload is allocated effectively across teams and time zones, with capacity managed proactively as the function grows.
- Identify and implement process improvements, automation, and tooling that increase efficiency, quality, and consistency.
- Develop and maintain best-practice frameworks and documented processes for the function, ensuring consistent standards across all teams.
- Support the VP Talent Management with capacity planning, workforce design, and the case for scaling the function, including additional Team Leader roles as teams grow.
Stakeholder Management & Onshore Partnership:
- Act as the GCC point of contact for onshore Talent Management leaders, account teams, and operational stakeholders across regions.
- Use the 13:00 – 22:00 IST working pattern to maintain real-time overlap with onshore teams, resolving issues at the point they arise.
- Build trusted relationships with onshore stakeholders, ensuring GCC Talent Enablement is seen as an extension of — not separate from — the onshore team.
- Work closely with Talent Supply (recruitment) leadership to ensure a clean, well-defined handover of compliance and operational responsibilities.
- Escalate systemic issues, structural capacity concerns, or contractual risks to the VP Talent Management in a timely manner.
Systems, Reporting & Governance:
- Ensure accurate and timely use of Bullhorn and relevant VMS and compliance platforms across the function.
- Provide structured reporting to the VP Talent Management on compliance quality, delivery performance, KPI trends, team capacity, and risk.
- Ensure all activity is recorded accurately and to the standard required by operational and client-specific requirements.
- Track and report on the impact of the function — retention, compliance outcomes, and consistency of delivery — to demonstrate the value of the leadership structure.
Qualifications & Experience:
- Currently working as an Assistant Manager or Manager (or equivalent) in a compliance, operations, onboarding, or supplier management role within a recruitment, staffing, or workforce solutions environment.
- Proven experience leading and developing teams, including managing team leaders or senior practitioners; experience supporting first-time managers is a strong advantage.
- Hands-on experience having managed India-based compliance and operational activities (e.g. onboarding, documentation, verification, or similar), ideally alongside onshore-facing work.
- Strong working knowledge of compliance and operational processes supporting recruitment delivery, including data privacy and audit requirements.
- Experience managing supplier or third-party relationships, with the ability to hold partners to compliance and service standards.
- Experience operating within a GCC, offshore delivery centre, or multi-region model supporting onshore teams is highly desirable.
- Familiarity with ATS and VMS platforms (e.g. Bullhorn) and a strong understanding of workflow and process-automation tools.
- Data-driven approach to performance management, with the ability to analyse KPI trends and translate insight into action.
- Excellent communication and influencing skills, with the confidence to engage senior onshore stakeholders and suppliers across time zones.
- Ability to work 13:00 – 22:00 IST on a regular basis to provide onshore overlap.
- Organized, resilient, and able to balance leadership with hands-on oversight in a fast-paced, growing function.
What We Offer:
- A leadership role in a newly established function within Vertage Global’s Global Capability Centre in Hyderabad, with genuine influence over its structure, standards, and culture.
- Exposure to international stakeholders and suppliers, working alongside senior Talent Management and operational leaders.
- The opportunity to build a new leadership layer — shaping coaching, performance management, and career progression for a 25+ FTE team.
- A collaborative, forward-thinking culture that values performance, development, and results.
- Competitive compensation, a structured KPI framework, and clear career progression opportunities within a growing international business.
- This role profile sets out the purpose and main elements of the role. It is a guide to the nature and main duties as they currently exist but is not intended as a wholly comprehensive or permanent schedule and is not a contractual document. This document may be amended to meet the changing needs of the business.
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