Talent Acquisition Program Manager

Visteon is advancing mobility through innovative technology solutions that enable a software-defined future. Our state-of-the-art product portfolio merges digital cockpit innovations, advanced displays, AI-enhanced software solutions, and integrated EV architecture solutions. With expertise spanning passenger vehicles, commercial transportation, and two-wheelers, Visteon partners with global automakers to create safer, cleaner, and more connected journeys. Headquartered in Van Buren Township, Michigan, Visteon operates in 17 countries, employing a global network of innovation centers and manufacturing facilities. In 2024, we recorded annual sales of approximately $3.87 billion and secured $6.1 billion in new business.

Why This Role Matters:

As a Talent Acquisition Program Manager, you will shape the systems, programs and experiences that power how our company hires the world’s best talent. This is a high‑impact, enterprise role where you will design and run programs that improve how candidates experience our hiring process, how hiring managers make decisions, and how the TA team delivers value.

If you’re energized by building scalable processes, enabling TA teams to excel, and using analytics + technology to drive smarter hiring, this role will give you the autonomy visibility, and global scope to make a meaningful mark.

What You Will Own & Lead

TA Program Operations & Global Governance

You will design and manage programs that make hiring predictable, consistent, and efficient across regions.

• Build and maintain a unified TA operating model used globally.
• Lead programs that standardize processes, SLAs, compliance, and best practices.
• Drive initiatives that improve hiring speed, quality, diversity, and cost efficiency.
• Monitor program KPIs and continuously improve recruiter and hiring manager experience.
  
  

Capability Building & Talent Readiness Programs

Help us elevate TA from execution to strategic partnership.

• Create skill‑building programs for recruiters (sourcing excellence, data literacy, business alignment).
• Develop and deploy scalable interviewing capability programs for Hiring Managers.
• Build tools, playbooks, and competency‑based guides that improve hiring quality.
• Track capability uplift and measure the impact on hiring outcomes.
  
  

Program Manage Talent Pipelining & Talent Readiness

• Work closely with Regional TA Leads to orchestrate and coordinate their external pipeline‑building program for critical roles.
• Enable the sourcing operating model by supporting regions with tools, insights and best practices that strengthen proactive talent identification.
• Drive consistent external talent engagement programs, ensuring talent communities are nurtured and ready for future hiring needs.
• Establish clear frameworks for pipeline segmentation, engagement rhythms and governance to ensure uniform execution across regions.
• Track and report pipeline health, highlight gaps or risks, and provide regional teams with actionable insights to improve quality and coverage.
  
  

Talent Analytics

Turn data into action for TA and all stakeholders.

• Improve data quality and build consistent global datasets.
• Build scalable analytics dashboards covering demand forecasting, hiring velocity, quality of hire, and attrition risk.
• Translate insights into program recommendations and strategic hiring actions.
• Continuously refine predictive models that help TA plan ahead and reduce hiring risks.
  
  

Tool Adoption, System Optimization and Leverage AI

Lead the programs that transform how we hire through technology.

• Partner with HRIS, IT, and vendors to implement and scale TA technology.
• Drive adoption programs ensuring strong usage of ATS, AI and automation tools.
• Support in building the roadmap that enables AI-driven sourcing, matching, and decision support.
• Measure and improve recruiter productivity by eliminating manual work and optimizing workflows.
  
  

How Success Will Be Measured

• TA Process Maturity Score – Periodic assessment of process standardization, tool usage, data quality, interviewer capability and governance.
• Program Adoption & Sustenance Rate – Percentage of adoption and Sustained adoption beyond 6 months.
• Initiative Completion Rate – Initiatives scoped, executed and closed with measurable outcomes within the committed timeline.
  
  

What You Bring

• 12–15+ years in Talent Acquisition, with deep experience in TA program management, COE, or global TA operations.
• Experience building scalable talent programs (process, analytics, capability, or technology).
• Strong expertise in TA analytics, workforce planning or talent intelligence.
• Hands-on exposure to implementing or operationalizing TA technology, automation, or AI solutions.
• Experience working in global, matrixed environments (technology, automotive, engineering industries preferred).
• Ability to influence senior leaders, build cross‑functional alignment and run complex programs with autonomy.
  
  

Why You’ll Love This Role

• You get to build enterprise programs from the ground up.
• You have the opportunity to bring new ideas, technologies, and innovations into the hiring ecosystem.
• Your work will directly influence how thousands of candidates and hiring managers experience our company.
• You’ll partner with global leaders, talent experts, and innovators across HR and business teams.