Senior Recruiting Program Manager

Job description

**This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Recruiting Program Manager based in United States.** The Senior Recruiting Program Manager will own a portfolio of strategic recruiting programs and operational improvements designed to strengthen Talent Acquisition performance and scalability. This role will focus on internal mobility, talent brand, recruiting processes, change management, and contingent workforce programs. You will bring structure to complex and ambiguous initiatives, connecting business priorities to clear execution plans, measurable outcomes, and sustainable adoption. Working across Talent Acquisition, HR, Technology, Finance, Legal, Marketing, and business teams, you will influence stakeholders without direct authority and drive alignment across competing priorities. The role combines strategic program ownership with hands-on operational leadership, including support for major recruiting technology transformations. Success requires strong judgment, data fluency, communication, and a continuous-improvement mindset in a distributed and fast-moving environment. ### Accountabilities: ### - Own a portfolio of recruiting programs from initial strategy and planning through execution, measurement, iteration, and continuous improvement, ensuring each initiative has clear objectives and measurable outcomes. - Build comprehensive program plans covering milestones, stakeholders, dependencies, risks, decisions, communications, governance, and success measures, while maintaining accountability throughout delivery. - Lead the operational development and scaling of an internal mobility program designed to improve how employees access and move into opportunities across the organization. - Support talent-brand initiatives that strengthen the employer value proposition, diversify sources of hire, and create a stronger candidate experience. - Use recruiting data, stakeholder feedback, and business context to assess program performance, identify risks and opportunities, and recommend practical actions. - Identify friction throughout the recruiting lifecycle and design simpler, more consistent, scalable ways of working through standardization, documentation, automation, and clearly defined ownership. - Identify opportunities to incorporate AI and technology into recruiting workflows to reduce manual effort, improve efficiency, and enable Talent Acquisition teams to operate at greater scale. - Develop repeatable playbooks, operating practices, and process standards that improve consistency and enable continuous improvement across Talent Acquisition. - Lead change-management initiatives for major recruiting programs and technology transformations, including an Applicant Tracking System transition. - Develop stakeholder engagement, communication, training, enablement, and adoption strategies that help recruiting teams understand, prepare for, and successfully adopt new processes and systems. - Partner with technical systems owners and operational stakeholders to ensure teams are prepared for process and technology changes and have the resources required for successful implementation. - Establish feedback loops to identify adoption barriers, resistance, readiness risks, and areas requiring additional support, and adjust change strategies accordingly. - Manage contingent workforce programs by establishing standard operating procedures, clear expectations, and consistent practices for onboarding, performance management, reporting, issue resolution, escalation, and offboarding. - Evaluate external partner performance using metrics related to utilization, cost, quality, responsiveness, and business impact, and recommend improvements where appropriate. - Partner with Talent Acquisition, HR, Finance, Legal, and business leaders to strengthen governance and decision-making around agencies, vendors, contractors, and other external workforce options. - Facilitate working sessions and decision forums that move complex initiatives forward, surface risks early, establish accountability, and maintain stakeholder alignment. - Serve as a strategic partner and trusted advisor to Talent Acquisition leadership, recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and external vendors. - Communicate effectively with executive, technical, operational, and frontline audiences, translating complex initiatives into clear priorities, decisions, and actions. ### Requirements - Bring at least 7 years of experience in recruiting operations, talent programs, Talent Acquisition, or a closely related field. - Demonstrate experience owning complex, cross-functional programs from strategy and planning through execution, adoption, measurement, and continuous improvement. - Have experience leading change-management initiatives involving significant process, program, or technology transitions. - Possess deep knowledge of recruiting processes and the needs of candidates, hiring managers, recruiters, and Talent Acquisition organizations. - Demonstrate the ability to operate effectively in ambiguous environments, establish direction with incomplete information, and turn complex problems into actionable plans. - Bring strong data fluency, including the ability to interpret metrics, identify trends, evaluate trade-offs, and develop evidence-based recommendations. - Have experience managing recruiting vendors, agencies, contingent workforce programs, or comparable external partners and service providers. - Demonstrate strong program and project management capabilities, including planning, governance, risk management, prioritization, stakeholder alignment, and executive communication. - Be highly effective at influencing stakeholders and creating accountability across teams without relying on direct reporting authority. - Possess exemplary written and verbal communication skills, with the ability to tailor messaging to senior leaders, technical teams, operational partners, and frontline employees. - Demonstrate strong judgment, organization, follow-through, and attention to detail while maintaining focus on broader strategic objectives. - Be comfortable balancing strategic priorities with hands-on operational execution and managing multiple initiatives with competing deadlines. - Experience building or scaling internal mobility, employer-brand, talent-brand, early-career, or other talent programs is preferred. - Experience developing agency governance models, vendor scorecards, contingent workforce operating models, or workforce planning processes is preferred. - Experience supporting an ATS or other major recruiting technology transformation from the people, process, training, or adoption perspective is preferred. - Experience working in a high-growth, distributed, or matrixed organization is preferred. - Experience serving as a trusted advisor to senior Talent Acquisition or business leaders is preferred. - Be able to work effectively in a fast-paced environment with changing priorities and remain seated or stationary for extended periods when required. - Be able to communicate and collaborate effectively using computers and standard office technology while maintaining regular and reliable attendance at the assigned work location. ### Benefits - Annual base salary range of **$127,660 to $168,000 USD**, with individual compensation determined based on work location, skills, experience, and internal equity. - Compensation is structured around geographic labor-market zones, with the posted range currently applying to standard hiring markets across Zones A–C; higher-cost Zone D markets are not currently budgeted for new hires in this role. - Access to a **remote-first** work environment designed to support distributed collaboration and flexible ways of working. - 401(k) savings plan through Fidelity. - Comprehensive medical, vision, and dental coverage with multiple medical plan options, including disability insurance. - Paid Time Off (PTO) and Discretionary Time Off (DTO) programs. - **12 weeks of 100% paid parental leave**. - Family-building and compassionate leave benefits, including fertility coverage, up to **$25,000 for surrogacy or adoption**, and paid leave related to qualifying treatments, adoption, or pregnancy loss. - Work-from-home reimbursement to support an effective home-office and remote collaboration environment. - The opportunity to lead high-impact recruiting programs spanning internal mobility, talent brand, recruiting operations, technology transformation, and contingent workforce strategy. - Significant cross-functional exposure and the opportunity to advise senior Talent Acquisition and business leaders on programs that directly influence recruiting efficiency, experience, and organizational growth.