Global TA Transformation Enablement Lead

Job Summary
The Global TA Transformation Enablement Lead will play a critical role in driving the successful adoption and embedding of new Talent Acquisition processes, tools, and ways of working as part of a global TA transformation programme. The role will focus on building organisational readiness, delivering training and enablement strategies, and ensuring sustainable adoption across regions and stakeholder groups.Acting as the bridge between transformation design and operational execution, this role will partner closely with global and regional TA teams, HR, hiring managers, and transformation stakeholders to translate future-state processes into practical, engaging learning experiences that build capability, confidence, and consistency across the organisation.Working as part of an integrated global transformation team, the role will partner closely with the Global TA Transformation Leads responsible for future-state process design. Together the roles will ensure that new processes and technology solutions are operationally practical, clearly understood and successfully embedded across Swissport.
Job Responsibilities: Drive Transformation Readiness and AdoptionPartner with key functional stakeholders to support the development and execution of a comprehensive global change, communications, training and adoption strategy to support the implementation of new Talent Acquisition processes and technologies, in close partnership with Global TA Transformation Leads.Assess organisational readiness and identify potential barriers to adoption across regions, business units, and stakeholder groups.Create stakeholder engagement plans that build awareness, understanding, and commitment to new ways of working.Monitor adoption metrics and user feedback to identify risks and opportunities for additional support.Conduct role-based and regional change impact assessments to identify how future-state processes, systems and operating models will affect different stakeholders and translate the findings into targeted communication, training, and adoption plans.Lead Training and Capability BuildingDesign and deliver global training programmes that equip recruiters, hiring managers, HR partners, and leaders with the knowledge and skills required to operate effectively in the future-state environment.Develop engaging learning materials, including facilitator guides, quick reference guides, playbooks, and knowledge resources.Ensure learning and enablement solutions accommodate diverse audiences, languages, learning styles (i.e. levels of digital confidence), and local market requirements (i.e. regulatory and regional operating realities), while protecting the agreed global processes and technology standards.Measure training effectiveness and continuously enhance learning approaches based on feedback and performance outcomes.Translate Transformation into Practical Ways of WorkingPartner with process, technology, and transformation teams to understand future-state designs and convert them into clear, user-friendly guidance and learning experiences.Simplify complex process and system changes into practical, role-based instructions and resources.Ensure stakeholders understand not only what is changing, but why the change is important and how it supports business objectives.Support the development of role clarity, accountability frameworks, and operating models for the future-state TA function.Support Global Rollout and EmbeddingCoordinate enablement activities across implementation phases to ensure smooth deployment and transition into business-as-usual operations.Establish and coordinate a global and regional network of change champions, super users and trainers to support local readiness, reinforce adoption, gather feedback, and provide sustainable first-line support after go-live.Provide ongoing coaching and support to TA teams and hiring managers during and after implementation.Facilitate workshops, webinars, office hours, and engagement sessions to reinforce learning and address challenges.Establish feedback mechanisms to capture lessons learned and drive continuous improvement.Stakeholder Partnership and Change LeadershipBuild strong partnerships with TA leaders, recruiters, HR business partners, hiring managers, learning teams, and transformation stakeholders.Act as a trusted advisor on learning, adoption, and capability development within the TA transformation programme.Influence stakeholders at all levels to champion and role model new ways of working.Provide regular updates, insights, and recommendations to transformation leadership regarding adoption progress, capability gaps, and engagement outcomes.Continuous Improvement and SustainabilityMonitor adoption, compliance, and effectiveness of new TA processes and practices.Use data and stakeholder feedback to identify opportunities for ongoing improvement and capability development.Support the establishment of governance mechanisms that sustain adoption and reinforce process consistency over time.Promote a culture of continuous learning, operational excellence, and innovation across the Talent Acquisition function.
Skills & Experience Essential Experience Proven experience leading training, enablement, change management, or transformation initiatives within Talent Acquisition or HR.Experience supporting phased multi-country transformation or technology deployments, including localisation, regional readiness and coordination across different time zones.Track record of driving adoption of new processes, systems, and ways of working across global organisations.Experience designing and delivering large-scale learning and capability-building programmes.Strong stakeholder management skills with the ability to influence leaders, recruiters, HR partners, and hiring managers.Experience conducting stakeholders, change impact and training needs assessments and translating the findings into practical enablement interventions.Experience developing change, communication, and engagement strategies to support transformation.Skilled facilitator with experience delivering workshops, training sessions, and stakeholder forums.Strong understanding of Talent Acquisition processes, recruiter workflows, and hiring manager experience.Knowledge of change management methodologies such as Prosci, ADKAR, or similar frameworks.Experience creating learning content, playbooks, e-learning, guides, and other enablement resources.Experience enabling the implementation, adoption, and optimisation of enterprise HR and recruitment technologies, including ATS, HRIS, CRM, AI-powered recruitment tools, and candidate experience platforms. Strong project management and organisational skills with the ability to manage multiple priorities.Data-driven approach with experience measuring adoption, learning effectiveness, and business outcomes.Excellent communication and presentation skills, with the ability to simplify complex concepts.Professional proficiency in Spanish and/or Portuguese is highly desirable and would be considered a significant advantageAbility to work effectively in a global, matrixed environment while balancing global standards and local needs.Willingness to travel

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