Director, Talent Acquisition, Operations

LSEG Business Services RM; Bengaluru; On-site; INR 4,000,000 - 9,000,000; Full time

Job summary

LSEG in Bengaluru, India seeks a Director, Talent Acquisition, Operations to lead global hiring for the Operations organisation. You will manage a global team ~20 TA professionals and oversee about 2,000 hires annually, spanning Associate to Director levels.

This role partners with Operations, People and business leaders to deliver on quality, speed and insight. Expect evolution with automation, AI, and data-driven decision making, while balancing internal mobility and external demand across

Qualifications

• Significant Talent Acquisition leadership experience

Responsibilities

• Own end-to-end hiring outcomes for the Operations portfolio, balancing quality, speed, candidate experience and cost.
• Create clear portfolio priorities, service expectations and performance rhythms that translate demand into executable hiring plans.
• Use data to identify demand, capacity, conversion, ageing and location risks, intervening early to improve outcomes.
• Differentiate hiring approaches by segment, combining scalable delivery for recurring demand with specialist-led and advisory models for more complex and senior roles.
• Accelerate internal mobility by improving visibility of opportunities and enabling effective movement of talent across the organisation.
• Lead, develop and hold accountable a globally distributed Talent Acquisition team, creating clarity of purpose, priorities and performance expectations.

Skills

Significant Talent Acquisition lead

Job description

Director, Talent Acquisition, Operations

Location: Bengaluru, India

Reporting to: Global Head of Talent Acquisition

About the Role

LSEG is seeking a Talent Acquisition leader to lead global hiring for our Operations organisation.

Leading a global team of approximately 20 Talent Acquisition professionals and supporting around 2,000 hires annually, this role oversees one of LSEG's largest and most operationally complex talent portfolios.

The current portfolio combines significant scale with a strong internal mobility agenda. Approximately 50% of hiring is internal and 50% external, with the majority of activity taking place at Associate or Senior Associate level.

The portfolio is concentrated in major global delivery locations with c55% of volume in India, c25% in the Philippines, and c10% in Poland.

Partnering closely with Operations, People and business leaders, the Director, Talent Acquisition, Operations will deliver outcomes across three strategic priorities: Quality, Speed and Insight. Beyond recruitment delivery, the role acts as a strategic advisor, using talent intelligence, workforce insight and labour-market expertise to influence hiring, skills, location and resourcing decisions.

The portfolio will continue to evolve as technology, automation and AI reshape work and skills requirements. The successful candidate will help Operations anticipate this shift, balancing current delivery at scale with increasing demand for more specialised, analytical, transformation-oriented and senior talent. The role will also maximise opportunities for internal talent movement and career progression.

The successful candidate will be a key member of the Global Talent Acquisition Leadership Team, contributing to enterprise-wide Talent Acquisition strategy, transformation priorities and the continued evolution of LSEG's hiring capabilities.

Scope

Global responsibility for Operations Talent Acquisition.

Leadership of c20 Talent Acquisition professionals across multiple locations.

Delivery of approximately 2,000 hires annually.

Accountability for hiring across operational, change, transformation, controls, specialist and leadership disciplines up to Director level.

Member of the Global Talent Acquisition Leadership Team, helping shape enterprise Talent Acquisition strategy and priorities.

Key Accountabilities

Strategic Talent Partner

• Develop and implement Talent Acquisition strategies aligned to Operations workforce requirements, location strategy and business priorities.
• Partner with Operations and People leaders to shape workforce plans, anticipate how skills and role requirements will evolve, and address emerging capability gaps.
• Act as a trusted advisor, providing market insight, talent intelligence and data-driven recommendations that improve workforce, location and hiring decisions.
• Help leaders balance external recruitment, internal mobility, capability building and workforce redeployment as the composition of demand changes.

Hiring Delivery and Performance

• Own end-to-end hiring outcomes for the Operations portfolio, balancing quality, speed, candidate experience and cost.
• Create clear portfolio priorities, service expectations and performance rhythms that translate demand into executable hiring plans.
• Use data to identify demand, capacity, conversion, ageing and location risks, intervening early to improve outcomes.
• Differentiate hiring approaches by segment, combining scalable delivery for recurring demand with specialist-led and advisory models for more complex and senior roles.
• Accelerate internal mobility by improving visibility of opportunities and enabling effective movement of talent across the organisation.

Leadership and Capability

• Lead, develop and hold accountable a globally distributed Talent Acquisition team, creating clarity of purpose, priorities and performance expectations.
• Evolve the team's capability as the portfolio shifts from predominantly high-volume hiring towards more complex, specialist and senior requirements.
• Build an impactful, inclusive team with strong business knowledge, market expertise, commercial judgement and advisory capability.
• Ensure the team deploys capacity flexibly against business priorities and operates effectively across locations and time zones.

Transformation and Enterprise Contribution

• Champion consistent, technology-enabled and insight-led hiring practices across the portfolio.
• Use automation and AI-assisted workflows to improve scalability, quality and speed, with appropriate human oversight and governance.
• Help reshape the Talent Acquisition service as workforce demand evolves, ensuring recruiter capacity is increasingly focused on higher-value, complex and advisory work.
• Contribute to enterprise Talent Acquisition priorities and partner across Talent Acquisition, People Services and People Engineering to establish clear accountabilities and effective end-to-end delivery.

Experience and Qualifications

Essential

• Significant Talent Acquisition leadership experience