Talent Acquisition Operations Manager

Job Description: TALENT ACQUISITION OPERATIONS MANAGER Division: Corporate – Human Resources Status: Exempt Location: Dublin, OH; Hybrid; In office (T - Th); Relocation not offered Reports To: Vice President, HR Operations Supervises: Sr. Talent Acquisition Partners, Talent Acquisition Partners, Sr. Talent Acquisition Coordinator, Talent Acquisition Coordinators and Talent Acquisition Strategists PURPOSE According to prescribed policies and procedures of the organization, including all applicable federal, state, local, and accreditation regulations, and under the general supervision of the Vice President of HR Operations, the Talent Acquisition Operations Manager provides strategic and operational leadership for the National Church Residences Talent Acquisition function. The incumbent is responsible for developing and executing recruitment strategies that enable the organization to attract, engage, and hire top talent across the Healthcare, Housing, and Corporate divisions. This role leads a team of Talent Acquisition professionals, ensuring the delivery of exceptional candidate and hiring manager experiences while creating proactive talent pipelines that support current and future workforce needs. The Talent Acquisition Operations Manager serves as the organization’s subject matter expert for talent acquisition operations, recruiting analytics, sourcing strategy, employer branding, workforce planning, and recruitment process optimization. The position oversees end-to-end recruitment across the organization, collaborating with business leaders to forecast talent needs, support workforce planning, and execute effective hiring strategies to ensure the attraction and selection of top talent for critical business needs. Additionally, this role is directly responsible for personally leading recruitment efforts for director and senior director-level corporate positions, as well as other key strategic and hard-to-fill roles, ensuring a high-quality candidate experience and successful hiring outcomes. Recruitment of Vice President-level and above positions remains the responsibility of the Vice President of HR Operations. The position also manages key Talent Acquisition vendor relationships, evaluates and implements innovative sourcing and recruiting solutions, and leads pilot programs to enhance recruiting effectiveness, candidate experience, and operational efficiency. Furthermore, this role owns the development and maintenance of Talent Acquisition dashboards, recruiter scorecards, service level agreements (SLAs), key performance indicators (KPIs), and reporting that measure team performance, hiring outcomes, candidate experience, diversity outreach efforts, and overall recruiting effectiveness, using data-driven insights to continuously improve talent acquisition strategies and results. ESSENTIAL FUNCTIONS Talent Acquisition Leadership Leads, develops, coaches, and mentors a team of Talent Acquisition professionals, including Senior Talent Acquisition Partners, Talent Acquisition Partners, Talent Acquisition Coordinators, a Senior Talent Acquisition Coordinators, and Talent Acquisition Strategists. Establishes performance expectations, goals, development plans, and accountability measures for recruiting team members. Creates a high-performing, service-oriented recruiting function that delivers exceptional hiring manager and candidate experiences. Partners with HR leadership and business leaders to identify workforce trends, anticipate hiring needs, and align recruiting strategies with organizational priorities. Drives consistency and compliance across all recruiting, selection, and onboarding practices. Full-Cycle Recruiting Leads full-cycle recruitment across the organization, collaborating with business leaders to forecast talent needs, support workforce planning, and execute effective hiring strategies to attract and select top talent. Partners with hiring managers to develop effective recruitment strategies and sourcing plans for critical and hard-to-fill roles. Conducts intake meetings, candidate screenings, interviews, assessments, offer negotiations, and hiring recommendations. Utilizes proactive sourcing techniques, networking, referrals, social media platforms, professional associations, and industry partnerships to identify and engage qualified candidates. Ensures quality-of-hire standards and appropriate candidate selection practices are consistently followed. Recruiting Strategy & Workforce Planning Develops and implements enterprise-wide Talent Acquisition strategies supporting Healthcare, Housing, and Corporate workforce needs. Collaborates with leaders to develop workforce plans and succession-focused talent pipelines. Identifies emerging talent market trends and recommends recruiting strategies to improve attraction and retention outcomes. Oversees employer branding initiatives, recruitment marketing campaigns, and candidate engagement strategies. Evaluates and recommends innovative sourcing tools, technologies, and recruitment methodologies. Talent Pipeline Development & Innovative Sourcing Channels Provides leadership and direction to Talent Acquisition Strategists responsible for proactive sourcing and pipeline development. Oversees the creation and maintenance of diverse candidate pipelines through academic partnerships, workforce development programs, community organizations, professional associations, and industry networks. Develops innovative approaches to engage passive talent and hard-to-reach candidate populations. Talent Acquisition Operations & Process Improvement Oversees recruiting workflows, requisition management, interview coordination processes, candidate communications, employment offers, and onboarding transitions. Develops, maintains, and continuously improves Talent Acquisition Standard Operating Procedures (SOPs), Service Level Agreements (SLAs), workflows, and best practices. Ensures compliance with all applicable employment laws, regulations, and organizational policies. Partners with HR Operations and HR Business Partners to improve recruiting effectiveness and operational efficiency. Serves as the functional lead for Talent Acquisition systems, reporting tools, applicant tracking systems, and recruitment technologies. Analytics, Reporting & Performance Management Develops and maintains Talent Acquisition dashboards, recruiter scorecards, and executive reporting. Establishes and monitors leading and lagging recruiting KPIs, including but not limited to: Time‑to‑fill, Time‑to‑start, Candidate pipeline health, Offer acceptance rate, Source effectiveness, Hiring manager satisfaction, Candidate experience metrics, Recruiter productivity, Diversity outreach and pipeline metrics, Cost‑per‑hire, Quality‑of‑hire, Retention of new hires. Provides regular reporting and recommendations to the Vice President of HR Operations and organizational leaders. Utilizes recruiting data and workforce analytics to identify opportunities, mitigate risks, and improve hiring outcomes. Stakeholder Partnership Builds strong relationships with executive leadership, hiring managers, HR Business Partners, and operational leaders. Serves as a trusted advisor on talent market conditions, recruitment practices, workforce planning, and talent acquisition strategy. Facilitates recruiting-related training and consultation for leadership teams. Promotes collaborative partnerships that support organizational growth and business objectives. EXPECTATIONS Demonstrates and maintains a positive, professional, and customer-focused approach. Leads by example and fosters a collaborative, high-performance team environment. Exhibits exceptional judgment, initiative, problem-solving, and decision-making capabilities. Maintains confidentiality and discretion in handling sensitive information. Utilizes data and analytics to drive business decisions and continuous improvement. Promotes innovation and operational excellence throughout the Talent Acquisition function. Demonstrates behaviors consistent with the National Church Residences Mission, Vision, Values, and Code of Conduct. Performs other duties as assigned. JOB SPECIFICATION SHEET – TA Operations Manager Education: Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required. Master's degree preferred. Professional certifications such as SHRM‑CP, SHRM‑SCP, PHR, SPHR, AIRS, CIR, or similar recruiting certifications preferred. Experience: Seven (7) or more years of progressive Talent Acquisition, Recruiting, Human Resources, or Workforce Planning experience required. Three (3) or more years of people leadership experience required. Experience leading enterprise or multi-site recruiting functions preferred. Experience recruiting corporate leadership and professional positions required. Demonstrated experience developing recruiting metrics, dashboards, scorecards, and workforce analytics required. Experience managing Applicant Tracking Systems (ATS), CRM platforms, and Human Capital Management (HCM) systems required; Workday preferred. Healthcare, senior living, affordable housing, or human services industry experience preferred. Must have excellent communication, comprehension, and interpersonal skills. Must have the ability to speak, read, write, and understand English, as well as the ability to make self-understood. SKILLS Strong leadership, coaching, and team development capabilities. Advanced recruiting, sourcing, interviewing, and talent assessment skills. Excellent analytical and reporting capabilities. Advanced proficiency in Microsoft Excel, Power BI, Workday, and other reporting technologies preferred. Strong project management and process improvement skills. Exceptional written, verbal, and presentation skills. Ability to manage multiple priorities in a fast-paced environment. Strong business acumen and consultative partnership skills. TRAVEL Moderate travel (approximately 25-40%) as needed to support recruiting initiatives, career fairs, leadership meetings, workforce partnerships, and operational locations. LICENSURE/CERTIFICATION Professional Human Resources or Talent Acquisition certification preferred. SUPERVISION Received: General supervision: Employee generally operates by himself/herself checking with supervisor when in doubt. EEO STATEMENT All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ancestry, military status, disability, genetic information and/or any other characteristics protected by applicable law. #J-18808-Ljbffr National Church Residences