Talent Acquisition Operation Lead

Accountabilities

Talent Acquisition Operations: Serve as the central operational point of contact for a distributed recruiting team, coordinating daily workflows, handoffs, and process adherence across U.S.- and India-based recruiters and leadership.
Background Investigation Management: Own the end-to-end background screening program, including initiating and tracking adjudications, managing vendor relationships, monitoring completion status, escalating exceptions, and maintaining accurate, compliant, audit-ready candidate records.
Employee Referral Program: Administer the employee referral program by maintaining eligibility rules, tracking submissions and payouts, coordinating with HR and Payroll, organizing promotional initiatives, and reporting on program performance.
Third-Party Staffing Coordination: Manage staffing suppliers and Recruitment Process Outsourcing (RPO) partners, including onboarding, requisition distribution, candidate submission tracking, supplier communication, and adherence to contractual terms, processes, and rate requirements.
Vendor and Contract Management: Oversee vendors supporting talent acquisition tools and services, maintain contracts and renewal schedules, track expenditures, monitor service quality, and identify opportunities to improve or expand the vendor ecosystem.
Reporting and Systems Administration: Maintain the integrity of applicant tracking system (ATS) data and develop recurring reports and dashboards covering recruiting pipelines, time-to-fill, program effectiveness, and vendor performance to support leadership decisions.
Compliance and Audit Readiness: Ensure talent acquisition activities comply with applicable OFCCP and EEO requirements, recordkeeping standards, internal procedures, and data integrity expectations. Support internal and external audits as needed.
Process Improvement and Documentation: Develop, standardize, and maintain standard operating procedures, templates, and job aids that improve consistency across regions, streamline workflows, and reduce operational dependencies.
Onboarding Coordination: Facilitate seamless transitions from candidate selection to employment by coordinating pre-boarding and onboarding handoffs with HR, HR business partners, and hiring managers.
Cross-Functional Collaboration: Partner with recruiters, HR, Payroll, hiring managers, leadership, and external suppliers to resolve operational challenges, improve service delivery, and maintain effective communication across time zones.
Requirements
Education: Bachelor's degree required, or an additional four years of relevant professional experience in lieu of a degree.
Professional Experience: At least eight years of experience in talent acquisition, recruiting operations, or HR operations.
Background Screening Expertise: At least two years of experience managing background investigation programs within an organization of 500 or more employees.
Vendor and Staffing Management: Demonstrated experience managing external vendors, staffing suppliers, or RPO partners, including performance monitoring and service-level agreement (SLA) management.
Process Optimization: Proven ability to improve talent acquisition processes, establish standardized workflows, and implement operational efficiencies across a recruiting organization.
Systems and Analytics: Strong working knowledge of applicant tracking systems and HR reporting, with the ability to maintain accurate records and translate operational data into meaningful insights.
Compliance Knowledge: Experience supporting talent acquisition compliance and audit activities, including applicant recordkeeping, data integrity, and adherence to relevant regulatory requirements.
Organizational Skills: Exceptional attention to detail, documentation, prioritization, and time management, with the ability to manage multiple concurrent programs in a fast-paced environment.
Communication and Collaboration: Strong written and verbal communication skills, sound judgment, and the ability to coordinate effectively with stakeholders across departments, regions, and time zones.
Preferred Qualifications: Experience in government contracting, familiarity with Workday Recruiting or HCM, and working knowledge of OFCCP, EEO, and I-9 requirements.
Additional Advantages: Experience with contingent workforce programs or vendor management systems (VMS), professional certifications such as PHR, SHRM-CP, or Certified Staffing Professional, and experience supporting globally distributed or offshore recruiting teams.
Benefits
Competitive Salary: Targeted annual base salary of $82,000–$125,000, depending on experience, skills, qualifications, certifications, and work location.
Remote Work: Fully remote position supporting a geographically distributed team.
Employee Ownership: Participation in an Employee Stock Ownership Plan (ESOP), allowing eligible employees to share in the organization's success.
Healthcare Coverage: Medical, dental, vision, and life insurance available from the start of employment.
Retirement Savings: 401(k) retirement plan with a 5% employer match on base compensation and immediate 100% vesting.
Paid Time Off: Paid time off and 88 hours of flexible holiday leave annually.
Family Support: Parental leave benefits to support employees and their families.
Learning and Development: Tuition reimbursement, a dedicated learning allowance, training resources, and opportunities for ongoing professional development.
Referral Incentives: Employee referral bonus program offering up to $5,000.
Additional Compensation: Qualified overtime opportunities, where applicable.
Collaborative Culture: An inclusive, employee-owned environment that values curiosity, innovation, continuous learning, collaboration, and shared success.
Meaningful Work: Opportunities to contribute to impactful client projects while helping strengthen internal operations and organizational growth.