Sr. Manager - Talent Acquisition Operations

Your Role

The Senior Manager of the TA Operations team reports directly to the Director of TA and is a close partner to the TA Leadership team. This role serves as the business owner champion for the talent enablement strategy, developing automated solutions across cross-functional stakeholders, and working to integrate them seamlessly into recruitment workflows and systems. The Senior Manager of Talent Operations is responsible for identifying the root causes of issues, proactively seeking ways to enhance operational efficiency, defining requirements, and building new capabilities and workflows that elevate the TA function to its highest and best performance as a function.

The Senior Manager's business imperative is to proactively manage risk, ensure compliance and drive continuous improvement through all layers of the recruiting function. It requires daily engagement with TA leaders and recruiters to identify potential issues early, devise and implement mitigation strategies promptly. This role is the primary accountable for the annual management of all operational compliance and audit activities necessary to meet state and federal labor and employment regulations.

A successful candidate will consistently strive to optimize the utilization of processes, tools, and technology within the function, and introduce innovative ideas to stakeholders to streamline work processes. They will be adept at leading without authority to implement solutions and support their customers with appropriate training and change management strategies to assure sustainable understanding and adoption across TA and all stakeholders.

Your Knowledge and Experience

• Requires a bachelor's degree, preferred in a business discipline or equivalent experience,
• Requires at least 10 years of prior relevant experience, including 4 years of management experience
• Requires 6-8 years of demonstrated leadership and management building and delivering 'from the ground up' solutions that create a forward looking 'value path' for the hiring or employment lifecycle
• Requires proven track record of driving recruiting or HR/people related business process improvements, automated and integrated solutions and program delivery at a business functional level (Talent, Recruiting or HR) through cross-functional partnerships
• Requires prior working experience Oracle Recruiting Cloud or a cloud-based applicant tracking system equivalent and building and implementing integrated solutions that interface with Oracle Recruiting Cloud or equivalent
• Requires advanced proficiency to identify and connect disparate sources of data, analyze gaps for opportunities and make recommendations for solutions that streamline recruiting across the hiring lifecycle
  
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