includedhealth - Included Health - Senior Recruiting Program Manager, Talent Operations

• Recruiting Program Portfolio • Own recruiting programs from planning through execution, measurement, and iteration. • Build clear program plans, milestones, stakeholder maps, risks, decisions, communications, and success measures. • Lead the operational development of an internal mobility program. • Support talent-brand programs that strengthen Included Health’s employer brand proposition, diversify sources of hire, and improve the candidate experience. • Use data and stakeholder feedback to assess progress, identify risks, and recommend action. • Process Improvement • Identify friction across the recruiting lifecycle and design simpler, more consistent ways of working. • Improve processes through standardization, documentation, automation opportunities, and clear ownership. • Incorporate AI and technology into recruiting processes to automate manual work, improve efficiency, and scale operations. • Use data and feedback to evaluate whether process changes are improving efficiency, quality, and experience. • Build repeatable playbooks and operating practices that can scale across Talent Acquisition. • Change Management and Adoption • Lead change-management efforts for major recruiting initiatives, including the ATS transition. • Create strategies to get stakeholders involved. Prepare communications, training materials, enablement materials, and plans for adoption. • Partner with the technical systems owner to ensure recruiting teams are prepared for process and system changes. • Build feedback loops, identify resistance or readiness risks, and adjust the change approach as needed. • Measure adoption and reinforce new ways of working after launch. • Employer of Record and Contingent-Workforce Management • Create standard operating procedures for our contingent workforce partners, making sure they follow consistent practices. • Create clear expectations for contingent worker onboarding, performance, reporting, issue resolution, escalation, and offboarding. • Use data to evaluate partner performance, utilization, cost, quality, and responsiveness. • Partner with Talent Acquisition, HR, Finance, Legal, and business leaders to improve governance and decision-making. • Suggest useful ways to balance internal recruiting and external options. This includes vendors, agencies, contractors, and automation. • Cross-Functional Management • Serve as a strategic partner to Talent Acquisition leaders and a trusted advisor to recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and vendors. • Facilitate working sessions and decision forums that progress complex work forward. • Influence without formal authority and create accountability across teams with different priorities. • Communicate clearly with executive, technical, operational, and frontline audiences. • Build alignment, surface risks early, and keep stakeholders focused on measurable outcomes. • Recruiting programs have clear goals, ownership, milestones, stakeholder alignment, and measurable outcomes. • The ATS transition is supported by effective communications, readiness planning, stakeholder collaboration, and sustained adoption. • Programs for internal mobility, talent branding, agencies, and contingent workforces use functional and repeatable processes. These processes are made to work smoothly. • Process friction is reduced through clearer ownership, standardization, and continuous improvement. • Decisions and recommendations are grounded in relevant data, business context, and stakeholder insight. • Cross-functional partners understand their roles, make decisions proficiently, and are accountable for agreed outcomes. • Talent Acquisition is increasingly seen as a strategic partner and trusted advisor. • The base salary range for this full-time position is $127,660 – $168,000 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C). • For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), and Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA). At this time, we are not budgeting for hires in higher-cost Zone D markets (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA) for this role. Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.