Senior Manager, Talent Acquisition Data, Insights and Controls

The Senior Manager, Talent Acquisition Data, Insights and Controls leads the governance, management, analysis and interpretation of Talent Acquisition data across EMEA. The role establishes trusted data standards, monitors compliance and internal controls, and converts Talent Acquisition data into clear insights that support operational performance, risk management and leadership decision-making.

This role is part of the EMEA Talent Acquisition team, reports to the Senior Director, Talent Acquisition EMEA, and forms part of the EMEA Talent Acquisition leadership team. It provides independent oversight of data quality, reporting controls and compliance across centralised and market-based Talent Acquisition activity, while directly managing a co-located team of two to four colleagues based in Cape Town.

The role partners with EMEA Talent Acquisition, property teams, Finance, HR Data and Analytics, regional HR teams and Talent Acquisition Enablement. It acts as the subject-matter expert for Talent Acquisition data, reporting definitions, control design and insight generation, helping leaders understand performance, identify risk and take evidence-based action.

• A university degree or relevant professional qualification in analytics, audit, risk, compliance, finance, HR or a related discipline is preferred, or equivalent work experience.

• 8+ years of relevant experience in Talent Acquisition analytics, HR data, audit, risk, compliance, internal controls or business intelligence, ideally within a complex multinational organisation.
• Demonstrated experience managing large data sets, conducting data-quality reviews and translating analysis into business insight.
• Proven experience directly managing, coaching and developing a co-located team of two to four colleagues.
• Strong knowledge of audit methodology, control design, compliance monitoring and remediation tracking.
• Experience with applicant tracking systems, reporting platforms and data-visualisation tools; advanced spreadsheet capability is required.
• Advanced experience designing and developing dashboards in Power BI is essential.
• Experience administering and maintaining Tableau dashboards is desirable.
• Experience working within an RPO, BPO or shared services environment is preferred.
• Strong understanding of Talent Acquisition metrics, reporting definitions and data governance principles.
• Proven ability to communicate findings, influence senior stakeholders and drive corrective action in a matrix organisation.

Audit 

• Develop and deliver a risk-based audit plan covering Talent Acquisition data, reporting processes and operational controls.
• Test data completeness, accuracy, timeliness and consistency across applicant tracking, requisition, candidate and hiring records.
• Document findings, determine root causes and agree corrective actions with accountable leaders.
• Track remediation to closure and provide clear reporting on recurring issues, control gaps and residual risk.

Compliance 

• Define and monitor compliance requirements for Talent Acquisition data, reporting and record management in partnership with Legal, Privacy, HR and Information Security.
• Maintain data definitions, reporting standards, retention requirements and evidence of compliance across EMEA.
• Monitor adherence to agreed processes, service levels and approval requirements, escalating material exceptions.
• Support internal and external reviews by coordinating evidence, responding to findings and strengthening controls.

Internal Controls 

• Design and maintain a robust internal control framework for Talent Acquisition data capture, validation, reporting and access.
• Establish control owners, review frequencies, exception thresholds and escalation routes.
• Implement reconciliations and quality checks across source systems, dashboards and leadership reports.
• Review controls as systems, processes and regulatory expectations change.

Data Analysis and Insights

• Analyse Talent Acquisition demand, pipeline health, time to fill, source effectiveness, conversion, quality, ageing and service-level performance.
• Identify trends, anomalies, control failures and emerging risks across markets, properties, roles and hiring teams.
• Translate complex data into concise insights, executive commentary and practical recommendations.
• Combine internal performance data with relevant external benchmarks to inform priorities and workforce decisions.

Technology, Tools, and Integration

• Partner with Talent Acquisition systems and HR Data and Analytics teams to improve the integrity and usability of Talent Acquisition data.
• Own business requirements for dashboards, automated controls, exception reporting and data-quality monitoring.
• Validate reporting logic, metric definitions and outputs before implementation.
• Promote scalable reporting and reduce reliance on manual trackers and local workarounds.

Stakeholder Engagement

• Act as the EMEA point of contact for Talent Acquisition data governance, audit findings, compliance reporting and control performance.
• Present clear insights and recommendations to senior leaders, adapting detail to operational and executive audiences.
• Build data capability among TA and property teams through guidance, training and common reporting definitions.
• Facilitate decisions on risk treatment, remediation priorities and reporting improvements.

Continuous Improvement and Data Governance

• Maintain a prioritised roadmap for data governance, reporting automation and insight capability.
• Use audit results, exception trends and stakeholder feedback to identify improvement priorities and simplify reporting processes.
• Measure the impact of improvement activity on data quality, user adoption and operational performance.
• Benchmark data governance, reporting practices and control maturity against relevant shared services and Talent Acquisition models.

Team Leadership

• Lead, coach and develop a co-located team of two to four colleagues based in Cape Town.
• Set clear objectives, priorities and quality standards aligned to the EMEA Talent Acquisition data and controls agenda.
• Allocate work, monitor delivery and build team capability across data analysis, audit, compliance and reporting.
• Create a collaborative working environment with clear accountability, regular feedback and development support.

• Improved completeness, accuracy, timeliness and consistency of Talent Acquisition data.
• Clear audit coverage, timely findings and sustained closure of corrective actions.
• Reduced control exceptions, reporting discrepancies and manual data correction.
• Consistent metric definitions and reporting standards adopted across EMEA.
• Leadership reports provide timely, relevant insights that lead to measurable action.
• Improved stakeholder confidence in the reliability and interpretation of Talent Acquisition data.
• A capable, engaged team that meets agreed delivery, quality and development objectives.
• Delivery of the agreed data governance, controls and reporting improvement roadmap.

• This is an EMEA regional role. Travel across the region will be required to support market implementations, stakeholder engagement, and operational reviews.
• When not travelling, the expectation is to be based in the Cape Town HUB office a minimum of four days per week, or more frequently as business needs require.

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.