Senior Recruiting Program Manager

About This Opportunity

We are representing a confidential healthcare technology organization in their search for a Senior Recruiting Program Manager. This is a strategic role for someone who can bring structure to complex challenges, connect business objectives to execution, and drive measurable outcomes across multiple teams. You'll lead a portfolio of recruiting programs including internal mobility, talent brand initiatives, process improvement, and contingent workforce management.

This position reports to Talent Acquisition leadership and requires someone who can influence without direct authority, manage change effectively, and serve as a trusted advisor across the organization. The role is remote within the United States.

Responsibilities

Recruiting Program Portfolio

• Own recruiting programs from planning through execution, measurement, and iteration
• Build clear program plans, milestones, stakeholder maps, risk assessments, and success measures
• Lead operational development of an internal mobility program
• Support talent-brand programs that strengthen employer value proposition and improve candidate experience
• Use data and stakeholder feedback to assess progress and recommend actions

Process Improvement

• Identify friction across the recruiting lifecycle and design simpler, more consistent workflows
• Improve processes through standardization, documentation, automation, and clear ownership
• Incorporate AI and technology to automate manual work and scale operations
• Build repeatable playbooks and operating practices that scale across Talent Acquisition

Change Management and Adoption

• Lead change-management efforts for major recruiting initiatives, including ATS transitions
• Create stakeholder engagement strategies, communications, training materials, and adoption plans
• Partner with technical systems owners to prepare recruiting teams for process and system changes
• Measure adoption and reinforce new ways of working after launch

Contingent Workforce Management

• Create standard operating procedures for contingent workforce partners
• Establish clear expectations for onboarding, performance, reporting, and offboarding
• Use data to evaluate partner performance, utilization, cost, and quality
• Partner with HR, Finance, Legal, and business leaders to improve governance

Cross-Functional Partnership

• Serve as strategic partner to Talent Acquisition leaders and trusted advisor to recruiters, hiring managers, and cross-functional teams
• Facilitate working sessions and decision forums that progress complex work forward
• Influence without formal authority and create accountability across teams
• Communicate clearly with executive, technical, operational, and frontline audiences

What We're Looking For

Required Qualifications

• 7+ years of experience in recruiting operations, talent programs, or related field
• Demonstrated experience owning complex, cross-functional programs from strategy through execution and measurement
• Experience leading change-management efforts for major process, program, or technology transitions
• Deep knowledge of recruiting processes and stakeholder needs across the candidate, manager, and recruiter experience
• Ability to operate in ambiguity, define direction, and make progress with incomplete information
• Strong data fluency, including interpreting metrics, identifying trends, and making evidence-based recommendations
• Experience managing recruiting vendors, agencies, or contingent-workforce programs
• Strong project and program-management skills including planning, governance, risk management, and executive communication
• Ability to influence and create accountability across teams without direct authority
• Exceptional written and verbal communication skills
• Strong judgment, organization, and ability to balance strategic priorities with operational detail

Preferred Qualifications

• Experience building or scaling internal mobility, employer-brand, or talent programs
• Experience designing agency governance, vendor scorecards, or contingent-workforce operating models
• Experience supporting an ATS or major recruiting-technology change initiative from the people, process, or adoption side
• Experience working in high-growth, distributed, or matrixed organizations
• Experience serving as trusted advisor to senior Talent Acquisition or business leaders

How We Work With You

Candidates apply directly through Get A Job.ai. Our recruiting team will conduct an initial screening to understand your background and fit for the role. Once we identify strong matches, we submit qualified candidates to our client for consideration. Please do not attempt to contact the client directly, as all communications should flow through our talent team at Get A Job.ai to ensure a coordinated and professional process.

Pay

Pay via Get A Job.ai has not been specified for this role. Compensation details will be discussed during the screening process based on your experience and qualifications.

Equal Employment Opportunity

Get A Job.ai is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees and candidates.