Senior Program Manager, Talent Acquisition Innovation

Responsibilities:

High-Volume Operating Model
Build and maintain a standardized operating model across high-volume recruiting pods.
Establish operating cadences, planning processes, scorecards, and escalation paths.
Translate hiring goals into funnel requirements, capacity plans, and execution priorities.
Maintain a consolidated view of hiring health, risks, dependencies, and corrective actions.
Partner with pod owners to improve pacing, stakeholder readiness, funnel quality, and delivery against goals.
Identify opportunities to standardize and scale the high-volume model across additional hiring areas.
Agency and Vendor Management
Own day-to-day operating performance for high-volume agency and vendor partners.
Establish clear expectations and scorecards covering submissions, quality, fill rate, time-to-fill, pricing, responsiveness, and corrective action.
Create a consistent process for agency onboarding, performance reviews, escalation, and offboarding.
Shift routine agency management and reporting away from senior leaders and toward exception-based escalation.
Recommend when work should be handled internally, through contractors, agencies, or automation based on demand, economics, speed, role complexity, and available capacity.
 
Automation and AI-Enabled Recruiting
Expand BrightHire, AI interviewer, and related workflow adoption across high-volume recruiting.
Partner with Talent Operations on workflow design, tooling, and automation opportunities.
Automate reporting, funnel tracking, quality monitoring, and partner performance visibility.
Identify friction points and run targeted process-improvement pilots.
Measure the impact of automation through recruiter hours saved, funnel conversion, time-to-fill, quality, and candidate experience.
Reporting and Decision Support
Own the consolidated weekly high-volume hiring health report.
Report on open requisitions, aging, progress to goal, funnel health, capacity, internal versus agency mix, and at-risk work.
Clearly communicate what changed, what is at risk, what action is being taken, and what decision or support is needed.
Use data to distinguish capacity gaps from execution, process, quality, prioritization, or stakeholder issues.
Build clear recommendations for resourcing, agency allocation, and process changes.
 
Cross-Functional Partnership
Partner closely with leaders on Clinical/BH capacity, performance, staffing, and resourcing decisions.
Partner with pod owners on cohort health, stakeholder readiness, funnel decisions, and corrective action.
Work with Talent Operations to align high-volume workflows with broader TA systems and infrastructure.
Serve as a central escalation point for cross-pod operating issues.
Influence without direct authority and create accountability across recruiters, pod owners, agencies, Talent Partners, and hiring leaders.

Required Qualifications:

7+ years of experience in recruiting operations, program management, high-volume recruiting, staffing, or a related field.
Experience owning complex, cross-functional programs from strategy through execution.
Experience using AI-enabled recruiting workflows.
Strong understanding of recruiting funnels, capacity planning, conversion metrics, and hiring economics.
Demonstrated ability to use data to diagnose problems and drive operational decisions.
Experience improving processes through automation, technology, or workflow redesign.
Strong written and verbal communication skills, including the ability to communicate clearly with senior leaders.
Ability to influence and create accountability across teams without direct authority.
Strong organizational skills and the ability to manage multiple priorities in a fast-changing environment.
Sound judgment, urgency, and comfort surfacing risk early.

Preferred Qualifications:

Experience supporting Clinical, Behavioral Health, Member Care, Urgent Care, or other high-volume hiring environments.
Experience with recruiting systems such as Lever, BrightHire, or similar tools.
Experience building agency scorecards, operating dashboards, or capacity models.
Experience partnering with senior Talent Acquisition or business leaders on workforce planning.

Success in This Role Looks Like:

High-volume pods operate against a consistent cadence, shared metrics, and clear ownership model.
Agency and vendor performance is visible, managed against defined expectations, and escalated appropriately.
Hiring risks are surfaced early with clear recommendations and corrective actions.
Recruiter and pod-owner time shifts away from manual reporting and routine coordination toward higher-value recruiting work.
Automation and AI workflows produce measurable improvements in efficiency, funnel health, and candidate experience.
TA leaders have a reliable, consolidated view of high-volume hiring performance.
The High Volume operating model becomes repeatable across additional hiring areas.

Physical/Cognitive Requirements:

Prompt and regular attendance at assigned work location.
Ability to remain seated in a stationary position for prolonged periods.
Ability to work effectively in a fast-paced environment with changing priorities.
Ability to communicate and collaborate effectively using computers and other office-related equipment.