Talent Acquisition Operations Manager

Talent Acquisition Operations Manager

Location: Scottsdale, AZ

Overall Purpose:

The Talent Acquisition Operation Manager will be responsible for operational effectiveness, scalability and compliance of the recruiting function. This role serves as a vital connector between talent strategy and day-to-day execution. Ensuring recruiting operations are delivered with rigor, consistency and best in class standards across all hiring.

Reporting to the Sr. Director of Talent Acquisition, the role will focus on optimizing recruiting processes, maintaining data integrity and supporting recruiting systems for a seamless candidate, recruiter and hiring manager experience. This position will oversee and manage the recruiting coordination team (two resources), responsible for interview scheduling and pre onboarding activities This role will partner closely with recruiters, HR, legal, finance and other stakeholder teams to ensure recruiting operations run efficiently, accurately and in alignment with company policies and workforce plans.

Process & Governance

• Support end to end recruiting operations processes and workflows across requisition creation, approvals, offer and onboarding.

• Ensure recruiting processes are documented and executed consistently and in compliance with company policy and regulatory requirements.

• Improve recruiting workflows, documenting operating procedures, playbooks and templates. Maintain training materials for recruiters and hiring managers.

• Maintain and enhance process and programs such as employee referral, interview feedback, and mapping candidate experience journeys.

• Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.

Recruiting Coordination Team:

• Manage small team of recruiting coordinators, setting performance expectations and ensuring high quality service delivery.

• Create coverage models and workload balancing to support interview scheduling demand and peak recruiting cycles.

Operations Support:

• Maintain and support TA systems (Workday). Partner with people analytics team on recruiting reports and dashboards.

• Serve as the go to resource for the recruiters and TA coordination, ensuring they have the support and tools needed to operate at full capacity.

• Coordinate with vendors such as background check, job boards and other relevant providers and related tools.

• Create and manage detailed project plans, aligning cross-functional stakeholders and tracking progress toward key milestones as needed.

Data Analytics & Reporting

• Track key recruiting performance indicators (KPIs). Develop and analyze measurements to ensure recruitment effectiveness.

• Partner with TA leadership on capacity planning, workforce forecasting and recruiter and sourcer productivity modeling.

Physical Requirements

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling, and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation.

Candidates responding to this posting must independently possess the eligibility to work in the United States at the date of hire.

The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow instructions and perform other related duties as assigned by their supervisor.

The base pay scale for this position in:
Phoenix, AZ in USD per year is: $104,000 - $130,000.
Additionally, candidates are eligible for a discretionary incentive plan and benefits.

This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate's education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.