ఉద్యోగ వివరణ

Role summary

This position leads Talent Operations with a strong focus on systems, process design, automation, and cross-functional execution. The role is expected to move the function beyond day-to-day tool administration and into a more strategic, technical operating model that improves the recruiter, hiring manager, and candidate experience.

Talent technology strategy and infrastructure

Shape and maintain the Talent Acquisition systems roadmap across the ATS, sourcing platforms, scheduling products, reporting/analytics, and workflow automation tools.
Set up systems so they can scale reliably, connect smoothly with other platforms, and deliver a strong experience for recruiters, hiring managers, and candidates.
Advance the team from basic system administration toward deliberate system and process architecture.

AI, automation, and innovation

Spot opportunities to use AI and automation across the recruiting journey, pilot those ideas, and expand the ones that work.
Encourage the team to move away from legacy manual practices and redesign work through technology.
Turn recruiter frustrations into practical improvements that increase speed, quality, and consistency.

Build vs. buy decision-making

Decide when to adopt external tools and when lighter internal workflows or solutions are the better fit.
Run vendor evaluations with attention to return on investment, usability, security, integrations, and long-term usefulness.
Recommend which parts of the TA stack should be retained, optimized, consolidated, or retired.

Efficiency and recruiter productivity

Lead efforts that cut administrative work and give recruiters more time for higher-value activities.
Work with recruiting leadership to identify process bottlenecks and resolve them at the system or workflow level.
Use automation where it can improve scale, service levels, and reduce repeated work.

Cross-functional partnership

Act as the main Talent Acquisition Operations contact for HR Operations, IT, Security, Procurement, Finance, and Legal.
Drive change management across systems, process, and tooling decisions with multiple stakeholders.

Team leadership and operating model design

Help define the future scope of Talent Operations and how responsibilities should be organized.
Coach and develop team members while establishing clear priorities, ownership, and accountability.
Build a more strategic, technical, and forward-looking function rather than one focused only on reactive tasks.

What success looks like

Talent Operations is seen as a driver of innovation and efficiency, not merely a support team.
Recruiters spend less time on administrative work and more time on impactful talent work.
The TA tech stack is simpler, better connected, and managed with clear expectations for ROI.
AI and automation actively improve workflow speed, consistency, and scalability.
The function has a clear strategy for where to invest, consolidate, and evolve over time.

Qualifications

At least 6 years of experience in Talent Operations, Recruiting Operations, People Systems, HR Technology, or a similar area.
Background owning or significantly shaping ATS strategy, recruiting systems, vendor selection, and process automation.
Strong technical understanding of recruiting tools, integrations, AI agent development, workflow design, and reporting.
Proven track record of evaluating and rolling out new technologies, especially AI-enabled solutions.
Sound business judgment with the ability to balance cost, complexity, scalability, and return on investment.
Experience leading cross-functional work and influencing stakeholders using data and structured problem-solving.
Experience managing or mentoring people and helping a team adapt through change.

Ideal profile

Interested in where Talent Operations and AI are heading.
Strategic about future-state team structure and systems design.
Technically comfortable with tooling, integrations, and automation opportunities.
Commercially minded when assessing spend and vendor value.
Practical in turning ideas into real operating improvements.
Confident in challenging the status quo and driving the function forward.

Physical and cognitive requirements

Travel is expected to be under 10%, including key conferences and internal onsite meetings.
Regular and punctual attendance at the assigned work location is required.
The role requires the ability to remain seated for extended periods.
Good eye-hand coordination and manual dexterity are needed to use a keyboard, computer, and other office equipment.
No significant lifting is expected, though occasional exertion of up to 20 lbs may be needed, such as carrying a laptop.
The role requires the ability to work appropriately with leadership, employees, and members.

Compensation

The base pay range for this full-time role in the United States is $132,060 to $172,872 per year. The amount offered is influenced by work location, skills, experience, and internal equity. The company uses structured salary bands and geographic zones tied to labor costs. This role is funded for new hires in standard labor markets across Zones A-C, including examples such as Phoenix, San Antonio, Columbus, Charlotte, Chicago, Denver, San Diego, Houston, Los Angeles, Seattle, Washington, D.C., and Boston. At this time, higher-cost Zone D markets such as the San Francisco Bay Area, New York City, and San Jose are not budgeted for this position.

In addition to base pay, this role is eligible for a performance-based bonus. The annual bonus plan, including metrics, target incentives, and potential earnings, will be discussed during the hiring process.

Benefits and perks

Remote-first working culture
401(k) savings plan through Fidelity
Medical, vision, and dental coverage through multiple plan options, including disability insurance
Paid Time Off and Discretionary Time Off
12 weeks of fully paid parental leave
Family-building and compassionate leave, including fertility coverage, $25,000 for surrogacy or adoption, and paid leave for failed treatments, adoption, or pregnancies
Work-from-home reimbursement to support collaboration and home office needs

About the company

The company is a healthcare organization focused on integrated virtual care and navigation, with a mission to improve healthcare standards for everyone. It aims to remove barriers and provide high-quality care across urgent, everyday, primary, behavioral, and specialty needs, through both virtual and in-person services.

Equal opportunity and hiring process note

The employer states that it is an equal opportunity employer and evaluates applicants without regard to protected characteristics under applicable law. It also considers qualified applicants with arrest or conviction records in accordance with relevant fair chance laws. The company uses AI-assisted tools in select stages of hiring to improve efficiency, consistency, and communication, but hiring decisions are made by recruiting and hiring teams, not by AI.

Manager, Talent Operations