**Introduction** At IBM, work is more than a job - it's a calling: To build. To design. To code. To consult. To think along with clients and sell. To make markets. To invent. To collaborate. Not just to do something better, but to attempt things you've never thought possible. Are you ready to lead in this new era of technology and solve some of the world's most challenging problems? If so, let’s talk. **Your role and responsibilities** Role Summary As a Talent Acquisition Manager at IBM, you will lead the end-to-end hiring strategy and execution for the Sales domain. This role requires a strategic thinker and hands-on leader who can manage complex hiring initiatives, collaborate with senior stakeholders, and develop high-performing recruiting teams. You’ll be instrumental in shaping our talent strategy to ensure IBM continues to attract and hire top sales talent. Key Responsibilities 1. Strategic Hiring Planning Develop and execute robust hiring strategies aligned with business needs. Oversee demand forecasting, project timelines, recruiter capacity planning, and delivery milestones across the region. 2. Talent Market Intelligence Analyze market trends and talent insights to inform hiring decisions. Act as a key advisor to business stakeholders on workforce trends and talent availability. 3. Team Leadership Lead and inspire a team of recruiters, fostering a high-performance culture. Provide coaching, mentorship, and support to enhance individual and team capabilities. 4. Agile Talent Acquisition Drive agile recruitment practices including sprint planning, velocity tracking, and continuous improvement. Monitor performance against KPIs and proactively address delivery blockers. 5. Servant Leadership Promote open communication and alignment across HR and business units. Champion transparency, collaboration, and trust across stakeholder groups. 6. Stakeholder Engagement Build strong partnerships with hiring managers and senior business leaders. Provide regular updates on hiring progress, address escalations, and maintain clear, consistent communication. 7. Data-Driven Decision Making Establish, track, and report on recruitment performance metrics. Use insights to refine strategies, improve time-to-fill, and enhance candidate experience. **Required technical and professional expertise** Minimum 5 years of experience in recruiting management Strong analytical skills with experience in data-driven decision-making Proven business acumen, judgment, and strategic thinking Excellent negotiation and influencing abilities Strong written and verbal communication skills Minimum 3 years of experience in consulting or partnering with senior leaders Exceptional time and project management skills Fluent in English and Japanese **Preferred technical and professional experience** Experience with Agile methodologies (e.g., sprints, retrospectives) Demonstrated commitment to continuous improvement and professional development Strong digital presence and commitment to Digital Eminence IBM is committed to creating a diverse environment and is proud to be an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, caste, genetics, pregnancy, disability, neurodivergence, age, veteran status, or other characteristics. IBM is also committed to compliance with all fair employment practices regarding citizenship and immigration status.