DIR, Talent Acquisition

This role leads end-to-end Talent Acquisition for RealPage Philippines COE with primary accountability for delivering SLA-driven hiring of the right profiles across high-volume and niche corporate roles. It partners closely with the business leaders HRBPs Total Rewards Finance and other teams to align hiring with workforce design future skills and business priorities in a matrixed environment. The role drives proactive pipeline architecture data-driven hiring governance and continuous process improvement while advising leaders on buildvsbuyvsbot workforce strategies. It also develops and leads a specialized TA team ensuring strong candidate experience quality of hire and readiness for a tech-enabled future-focused CX organization.

1) Hiring Delivery & RightProfile Talent Acquisition (Primary Accountability)

Deliver requisitioned roles on time every time.
Ensure the right profile: techsavvy strong communication skills and job/industryspecific competencies.

• Own SLA-based delivery for all COE functions including high-volume hiring and niche corporate roles.
• Implement structured intake with HRBPs Workforce Management Finance and local Senior Leadership Team (SLT) to confirm demand leveling salary bands and business priority.
• Ensure right-profile alignment with HRBPs by defining competency-based Success Profiles for each role family.
• Partner with Total Rewards to validate competitive salary ranges and ensure offer packages support attraction and retention.
• Drive structured assessments (work samples simulations comms tests technical tests for specific COE teams and functional skills evaluations).
• Proactively anticipate delivery risks and escalate early across Ops/COE leadership Workforce Management and HR leadership.
• Lead strong offer/closing strategies and partner with the Talent Services Team to ensure fast onboarding and reduced candidate drop-off.

2) Matrixed Stakeholder Management & Cross-Functional Collaboration

Operate effectively in RealPages global matrix coordinating across multiple HR and non-HR support groups.

• Collaborate with HR Business Partners to align hiring recommendations with talent plans org changes skills evolution and performance insights.
• Partner with Workforce Management (WFM) to validate hiring projections seasonality staffing ratios and ramp requirements for COE teams.
• Align with Total Rewards on role leveling market competitiveness compensation governance and exceptions.
• Coordinate with HR Operations on onboarding experience pre-employment requirements and cycle-time improvement.
• Work with L&D on competency models onboarding programs and technical/comms upskilling for CX roles.
• Align with IT and Engineering leaders (limited scope) for specialized roles requiring technical profiling.
• Build relationships with global TA peers to maintain consistency in hiring bar tools and processes.

3) Workforce Design & Strategic Advisory (Future of Work in the COE)

Workforce architecture with HRBPs Total Rewards business leadership local SLT

• Partner with HRBPs Total Rewards and Business Leaders to redesign role profiles based on automation AI tools and process modernization.
• Lead conversations on Build vs. Buy vs. Bot ensuring clarity on which roles require hiring upskilling or automation.
• Work with Customer Experience & Operations leaders to identify emerging skill needs and future-ready CX capabilities.
• Coordinate with L&D to align hiring profiles with upskilling/reskilling paths for RealPage Philippines.
• Ensure success profiles systematically include:
• Tech and systems literacy (CRM RPA-assisted workflows AI tools)
• English communication proficiency
• Analytical and problem-solving capabilities
• Customer empathy and service excellence
• Domain skills (billing trust & safety property management knowledge etc.)

4) Pipeline Architecture & Proactive Sourcing

Build pipelines that reduce reliance on reactive recruitment.

• Create evergreen pipelines for COE critical roles: Implementation (under Professional Service Group) Customer Support Business Services and others.
• Build talent communities with universities and industry associations for volume and niche needs.
• Partner with the Marketing as well as the Communications Team to promote RealPage Philippines as a modern technology-enabled CX hub.
• Strengthen sourcing for specialized skills (e.g. Trust & Safety Payments Risk) and occasional IT/Engineering roles.

5) Process Excellence Analytics & Governance

Drive discipline and data-driven decision-making.

• Implement structured hiring workflows with cross-functional alignment (HRBPs HR Ops WFM business stakeholders).
• Maintain ATS compliance and data integrity with HR Ops and HRIS teams.
• Publish weekly dashboards on:
• Time-to-Fill / Time-to-Accept
• Aging and forecast
• Conversion Rates - Right-profile pass-through at each interview stage
• Partner with the HR Transformation Team and Talent Services on TA tech-stack improvements (ATS automation AI sourcing assessments).

6) Team Leadership & Capability Building

• Lead and develop a TA team specialized in high-volume operations hiring and corporate niche roles.
• Build capacity models and workload balancing in partnership with the VP for HR and Global VP for TA
• Train hiring managers on structured interviewing and candidate experience.

Success Measures (KPIs)

• Time to Fill
• Fill Rate
• Source Effectiveness
• Quality of Hire (90day and 12month success metrics)
• Process Adoption Rate
• Pipeline Coverage for critical roles
• Candidate Experience Scores (with HR Ops input)

Candidate Profile

Must-Haves

• 10 years of Talent Acquisition experience including 3 years leading TA for software companies shared services or highvolume environments
• Demonstrated success in SLAdriven hiring and designing rightprofile competencybased hiring frameworks
• Proven capability hiring for techenabled CX environments; confident leveraging AI and digital hiring tools
• Strong experience partnering with HRBPs Total Rewards HR Operations Finance and crossfunctional teams in a matrixed organization
• Trusted advisor with strong consultative influence at senior leadership level
• Excellent written and verbal communication skills
• Highly effective stakeholder management across multiple levels and functions
• Strong change management capability in fastevolving environments
• Sharp critical thinking and problemsolving skills
• Highly strategic