What are the responsibilities and job description for the Senior Manager, Talent Intelligence & Acquisition position at Power Integrations?
About the Role
We are seeking a strategic, operationally strong, and forward-thinking Senior Manager, Talent Intelligence & Acquisition to help modernize and scale talent acquisition across the organization.
This role reflects the future of recruiting leveraging market intelligence, data, AI, and proactive workforce strategies to build competitive advantage.
This leader will partner closely with Hiring Managers, HRBPs, Finance, and business leaders to deliver exceptional hiring outcomes while evolving Talent Acquisition into a more data-driven, scalable, and business-aligned function. This role will help build a modern Talent Intelligence capability that leverages market data, AI, workforce insights, and competitive benchmarking to drive stronger global hiring strategies and long-term talent outcomes.
This role requires both strategic thinking and hands-on execution. You will operate as a trusted advisor to leaders while also driving recruiting delivery, talent pipelining, operational rigor, process optimization, and AI-enabled recruiting transformation.
The successful candidate is curious about the future of work, energized by innovation, and passionate about creating exceptional candidate and hiring manager experiences.
Key Responsibilities
Strategic Talent Acquisition & Workforce Partnership
• Lead full lifecycle recruiting through technical, engineering, business, and operational functions with a strong focus on quality of hire, candidate experience, and business outcomes
• Partner closely with Hiring Managers, HRBPs, and leadership teams to develop hiring strategies aligned to business priorities, organizational capability needs, and workforce plans
• Serve as a trusted advisor to leaders by leveraging talent market intelligence, compensation trends, workforce insights, and competitive data to influence hiring strategies, organizational competitiveness, and talent decisions beyond transactional recruiting execution alone.
Talent Intelligence & Proactive Pipelining
• Build proactive sourcing and pipelining strategies for critical, niche, and future-focused capabilities across engineering, AI, semiconductor, manufacturing, and business functions
• Leverage modern sourcing methodologies, competitive talent mapping, market research, and talent intelligence platforms to identify and engage top talent
• Develop scalable approaches to evergreen talent communities, succession pipelines, and strategic capability hiring
• Utilize AI-enabled sourcing, screening, and recruiting tools to improve talent identification, outreach effectiveness, and pipeline quality
Global Talent Intelligence
• Lead Global Talent Intelligence efforts to provide market insights, competitive benchmarking, workforce trends, talent availability analysis, and strategic hiring intelligence that inform global talent strategies, workforce planning, location decisions, and long-term organizational capability building
• Develop scalable global talent mapping and competitive intelligence capabilities across key markets and functions to support proactive hiring strategies and business growth priorities
• Partner with business leaders and HR to translate external talent market insights into actionable workforce and recruiting strategies that improve organizational competitiveness and hiring success
• Monitor global talent trends, emerging skill demands, AI-driven workforce shifts, and competitor talent movements to help shape future-focused talent acquisition strategies
Recruiting Operations & Transformation
• Help evolve Talent Acquisition from a reactive recruiting model into a scalable, operationally mature, data-driven function
• Drive operational excellence through standardized workflows, recruiting governance, service level expectations, and process optimization
• Serve as a trusted advisor to leaders by leveraging talent market intelligence, compensation trends, workforce insights, and competitive data to influence hiring strategies, organizational competitiveness, and talent decisions.
• Partner cross-functionally with HR Operations, Finance, IT, and leadership teams to improve recruiting infrastructure and workforce planning alignment
Data, Analytics & AI Enablement
• Leverage recruiting metrics, talent intelligence, and pipeline analytics to monitor hiring performance, market competitiveness, forecasting, and data-driven decision-making.
• Champion the responsible adoption of AI, automation, and emerging recruiting technologies to improve recruiting effectiveness, candidate experience, and modern talent acquisition practices.
Vendor & Stakeholder Management
• Manage external recruiting partners, agencies, sourcing vendors, and recruiting technology relationships to ensure quality, effectiveness, and cost optimization
• Drive alignment and consistency across recruiting practices globally where applicable
• Support employer branding and candidate engagement initiatives that strengthen the company’s reputation in highly competitive talent markets
Qualifications
• 8 years of progressive full lifecycle recruiting experience, including experience supporting highly technical, engineering, or specialized talent
• Strong sourcing expertise with demonstrated success identifying and engaging passive talent in competitive markets
• Experience partnering effectively with senior Hiring Managers, HRBPs, and business leaders in fast-paced, high-growth, or transforming environments
• Strong operational and analytical mindset with experience improving recruiting effectiveness through process optimization, technology, data, and AI-enabled recruiting tools
• Comfortable interpreting recruiting metrics, talent analytics, dashboards, and pipeline data to influence decisions and improve outcomes
• Strong business acumen and ability to align talent acquisition strategies with organizational priorities
• Excellent communication, stakeholder management, influencing, and prioritization skills
• Ability to balance strategic thinking with hands-on recruiting execution
• Experience supporting organizational change, transformation, or scaling initiatives strongly preferred
• Experience in semiconductors, engineering, manufacturing, hardware, or other highly technical industries is a plus
Preferred Characteristics
• Forward-thinking, curious mindset with passion for the future of recruiting, AI, workforce transformation, and continuous improvement
• Builder mentality with strong operational improvement, problem-solving, and execution capability
• Highly adaptable and comfortable navigating ambiguity, change, and evolving business priorities
• Collaborative, consultative, and business-oriented partnership style with a strong sense of ownership and accountability
• Passion for delivering exceptional candidate and hiring manager experiences through a balance of technology, data, and human connection
Strategic Talent Acquisition & Workforce Partnership
• Lead full lifecycle recruiting through technical, engineering, business, and operational functions with a strong focus on quality of hire, candidate experience, and business outcomes
• Partner closely with Hiring Managers, HRBPs, and leadership teams to develop hiring strategies aligned to business priorities, organizational capability needs, and workforce plans
• Serve as a trusted advisor to leaders by leveraging talent market intelligence, compensation trends, workforce insights, and competitive data to influence hiring strategies, organizational competitiveness, and talent decisions beyond transactional recruiting execution alone.
Talent Intelligence & Proactive Pipelining
• Build proactive sourcing and pipelining strategies for critical, niche, and future-focused capabilities across engineering, AI, semiconductor, manufacturing, and business functions
• Leverage modern sourcing methodologies, competitive talent mapping, market research, and talent intelligence platforms to identify and engage top talent
• Develop scalable approaches to evergreen talent communities, succession pipelines, and strategic capability hiring
• Utilize AI-enabled sourcing, screening, and recruiting tools to improve talent identification, outreach effectiveness, and pipeline quality
Global Talent Intelligence
• Lead Global Talent Intelligence efforts to provide market insights, competitive benchmarking, workforce trends, talent availability analysis, and strategic hiring intelligence that inform global talent strategies, workforce planning, location decisions, and long-term organizational capability building
• Develop scalable global talent mapping and competitive intelligence capabilities across key markets and functions to support proactive hiring strategies and business growth priorities
• Partner with business leaders and HR to translate external talent market insights into actionable workforce and recruiting strategies that improve organizational competitiveness and hiring success
• Monitor global talent trends, emerging skill demands, AI-driven workforce shifts, and competitor talent movements to help shape future-focused talent acquisition strategies
Recruiting Operations & Transformation
• Help evolve Talent Acquisition from a reactive recruiting model into a scalable, operationally mature, data-driven function
• Drive operational excellence through standardized workflows, recruiting governance, service level expectations, and process optimization
• Serve as a trusted advisor to leaders by leveraging talent market intelligence, compensation trends, workforce insights, and competitive data to influence hiring strategies, organizational competitiveness, and talent decisions.
• Partner cross-functionally with HR Operations, Finance, IT, and leadership teams to improve recruiting infrastructure and workforce planning alignment
Data, Analytics & AI Enablement
• Leverage recruiting metrics, talent intelligence, and pipeline analytics to monitor hiring performance, market competitiveness, forecasting, and data-driven decision-making.
• Champion the responsible adoption of AI, automation, and emerging recruiting technologies to improve recruiting effectiveness, candidate experience, and modern talent acquisition practices.
Vendor & Stakeholder Management
• Manage external recruiting partners, agencies, sourcing vendors, and recruiting technology relationships to ensure quality, effectiveness, and cost optimization
• Drive alignment and consistency across recruiting practices globally where applicable
• Support employer branding and candidate engagement initiatives that strengthen the company’s reputation in highly competitive talent markets
Qualifications
• 8 years of progressive full lifecycle recruiting experience, including experience supporting highly technical, engineering, or specialized talent
• Strong sourcing expertise with demonstrated success identifying and engaging passive talent in competitive markets
• Experience partnering effectively with senior Hiring Managers, HRBPs, and business leaders in fast-paced, high-growth, or transforming environments
• Strong operational and analytical mindset with experience improving recruiting effectiveness through process optimization, technology, data, and AI-enabled recruiting tools
• Comfortable interpreting recruiting metrics, talent analytics, dashboards, and pipeline data to influence decisions and improve outcomes
• Strong business acumen and ability to align talent acquisition strategies with organizational priorities
• Excellent communication, stakeholder management, influencing, and prioritization skills
• Ability to balance strategic thinking with hands-on recruiting execution
• Experience supporting organizational change, transformation, or scaling initiatives strongly preferred
• Experience in semiconductors, engineering, manufacturing, hardware, or other highly technical industries is a plus
Preferred Characteristics
• Forward-thinking, curious mindset with passion for the future of recruiting, AI, workforce transformation, and continuous improvement
• Builder mentality with strong operational improvement, problem-solving, and execution capability
• Highly adaptable and comfortable navigating ambiguity, change, and evolving business priorities
• Collaborative, consultative, and business-oriented partnership style with a strong sense of ownership and accountability
• Passion for delivering exceptional candidate and hiring manager experiences through a balance of technology, data, and human connection