Director, Talent Acquisition, Operations

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 supporting operations, service delivery, business services or similarly complex distributed organisations.
• •Proven track record of leading hiring at scale across a broad range of operational and leadership talent, with the judgement to differentiate volume, specialist and senior hiring approaches.
• •Strong business partnering and influencing skills, with the ability to challenge, advise and build credibility with senior leaders.
• •Demonstrated ability to translate workforce and hiring strategies into measurable business outcomes.
• •Experience evolving Talent Acquisition capability and capacity as business demand, skills requirements and service models change.
• •Proven experience improving hiring performance through demand management, process discipline, data, technology and clear accountability.
• •Experience using talent intelligence and analytics to improve hiring, workforce planning, internal mobility and location decisions.
• •Ability to lead through ambiguity and change while maintaining delivery focus and team engagement.

Preferred

• •Experience within financial services, financial markets infrastructure, technology-enabled services, shared services or another highly regulated global environment.
• •Experience leading, developing and being accountable for the performance and outcomes of geographically distributed Talent Acquisition teams.
• •Experience leading Talent Acquisition across multiple geographies and major operational hubs, particularly India, the Philippines and Poland.
• •Responsibility for a talent portfolio of significant scale and complexity, spanning volume, specialist, change and leadership hiring.
• •Experience supporting Operations organisations through transformation, organisational redesign, location strategy or operating model change.
• •Experience implementing AI-enabled, technology-driven or automation-led Talent Acquisition solutions with appropriate governance and human oversight.
• •Experience building internal mobility and talent redeployment into the hiring model.
• •Experience working as part of a senior Talent Acquisition or People leadership team, contributing to broader enterprise priorities.

Why Join LSEG?

This is an opportunity to lead a significant global Talent Acquisition portfolio at the centre of how LSEG serves customers, manages risk and delivers operational performance.

The immediate challenge is substantial: a team of approximately 20 supporting around 2,000 hires annually across a globally distributed portfolio, with internal mobility accounting for approximately half of hiring. The broader opportunity is to help shape how the portfolio evolves as technology changes work, skills requirements become more complex and a greater share of Talent Acquisition capacity moves towards specialist and advisory activity.

The role offers exposure to senior Operations, People and enterprise leaders globally, and the opportunity to influence work