Talent Acquisition Operations Lead

JoinReynolds Consumer Productsand Drive Your Career across a world of opportunities! We provide amazing job opportunities for growth with competitive salaries and benefits in an exciting dynamic fast-paced and high-performance organization. Are looking to build a strong career Then we have an opportunity for you! We are searching for aTalent Acquisition Operations Leadto join our team located at our corporate headquarters in Lake Forest IL.

The Talent Acquisition Operations Lead is responsible for architecting optimizing and continuously improving the recruiting operating model across the organization. This role exists to deeply understand recruiter pain points identify operational friction and translate those insights into better technology workflows and reporting that enable recruiters and the business to operate with greater speed clarity and impact.

While this role is not charged with managing the TA team and doesnt have people management responsibilities it is also not just an ATS administrator focused solely on system maintenance. Instead this position serves as the strategic owner of recruiting operationsit operationalizes how recruiting work gets done how systems support that work and how data is used to identify trends solve problems and drive continuous improvement. It works lock-step with the Director of Talent Acquisition to support the team and enterprise.

Talent Acquisition Operations Leads operate as a closely aligned partnership and collaborative partner to other HR areas collectively responsible for ensuring that recruiting operations work holistically across all hiring populations. While each Lead may have primary accountability for specific hiring segments they collaborate intentionally to ensure enterprise-wide consistency compliance scalability and continuous improvementavoiding silos and designing solutions that consider the full recruiting ecosystem.

You will have the opportunity to Make Great Things Happen!

• Key Responsibilities
  • Recruiting Operations Architecture & Enablement
  • Serve as the gatekeeper to ensure systems workflows and practices are operationalized to support recruiter effectiveness and business needs across all hiring populations.
  • Act as the voice of the recruiter by establishing structured mechanisms to understand recruiter pain points inefficiencies and barriers across the recruiting lifecycle.
  • Diagnose root causes of recruiting challengesprocess system data or stakeholder-relatedand recommend scalable solutions.
  • Serve as a senior operational escalation point for recruiting process system and workflow issues resolving friction quickly and sustainably.
  • Partner with Talent Acquisition leadership HR Business Partners and business leaders to align recruiting operations with workforce planning priorities.
  • Monitor requisition flow funnel performance and recruiter capacity to proactively identify operational risks and opportunities.
  • Reinforce disciplined compliant recruiting practices while minimizing unnecessary administrative burden.

• Recruiting Technology Strategy & Workflow Design (ATS & TA Tech Stack)
  • Serve as a strategic owner of the applicant tracking system and TA technology ecosystem designing and optimizing workflows that reflect how recruiters actually work while meeting compliance requirements.
  • Translate recruiter feedback and business needs into system configuration automation and integration enhancements.
  • Own governance of recruiting systems to ensure usability data integrity consistency and scalability across hiring segments.
  • Continuously evaluate system usage patterns to identify opportunities to reduce rework manual steps and operational friction.
  • Partner with vendors and internal teams to pilot implement and optimize sourcing candidate engagement and recruiting tools.
  • Drive adoption and effective use of TA tools through thoughtful design enablement and ongoing optimization.

• Reporting Insights & Decision Support
  • Design and deliver dashboards and reporting that surface trends bottlenecks and systemic issues across the recruiting lifecycle.
  • Use data to identify where recruiting processes break down and where improvements are needed across hiring populations.
  • Maintain recruiter scorecards as tools for insight capacity planning and continuous improvementnot simply performance tracking.
  • Translate recruiting data into clear actionable insights that inform workforce planning sourcing strategy and operational prioritization.
  • Leverage labor market and talent pool insights to strengthen hiring outcomes and decision-making.
  • Ensure audit-ready reporting while keeping documentation and data entry as streamlined and intuitive as possible.

• Process Design Standardization & Continuous Improvement
  • Continuously assess how recruiting processes function in real-world execution identifying gaps between intended design and daily practice.
  • Partner closely with other Talent Acquisition Operations Leads to standardize compliant recruiting workflows tools and documentation across hiring segments.
  • Design enterprise solutions that balance the unique needs of different hiring populations with the need for consistency scalability and compliance.
  • Lead pilots and implementation of process improvements technology enhancements and operating model changes.
  • Measure the impact of improvements through recruiter feedback productivity metrics cycle-time reduction and data quality.
  • Champion a continuous improvement mindset reinforcing that recruiting operations evolve alongside business needs.

You will love it here if

• You put safety first always.
• You listen learn and evolve.
• You are passionate about collaboration teamwork and achieving shared goals.
• You treat all people with respect operating ethically and embrace inclusivity.
• You are committed to improving our impact on local communities.

Qualifications:

• Bachelors degree or equivalent experience
• 5 years of experience in Talent Acquisition or Recruiting Operations within a corporate or enterprise environment.
• Demonstrated experience designing optimizing or owning recruiting processes systems or operating models with a strong automation mindset.
• Proven ability to translate recruiter and stakeholder pain points into scalable operational or technology solutions.
• Strong working knowledge of an enterprise ATS (iCIMS or similar); experience with workflow configuration and optimization strongly preferred.
• Solid understanding of compliance requirements related to hiring applicant flow and documentation standards.
• Advanced proficiency in recruiting analytics reporting and insight generation (Excel Power BI Crunchr or similar tools).
• Ability to operate as an internal consultantlistening diagnosing influencing and designing solutions without direct authority.
• Excellent communication and stakeholder management skills. Strategic analytical mindset with a passion for operational excellence and continuous improvement.
• High attention to detail paired with a practical user-centered approach to process and system design.
• Empathetic credible and collaborativeable to build trust with recruiters peers and leaders.

Success Measures:

• Reduced recruiter-reported friction and rework across recruiting workflows
• Improved recruiter productivity and capacity maximizing optimization and automation without sacrificing compliance
• Reduced cycle times and improved funnel conversion rates
• High adoption and consistent use of standardized workflows and tools
• Accurate reliable and actionable recruiting data and reporting
• Strong hiring manager and candidate experience outcomes
• Audit-ready compliance documentation with minimal operational drag
• Demonstrated collaboration and shared ownership across TA Operations Leads
• Continuous measurable improvement in how recruiting operates and scales

Icing on the cake:

• MBA or other advanced degree a plus
• Experience with consumption data models that support volume forecasts and price elasticities are a plus.

If you answer yes to the followingwe want to meet you!

• Intellectual Curiosity: Do you have an inquisitive nature
• Problem Solving: Do you have a knack for tackling issues head-on
• Entrepreneurship: Do you enjoy taking ownership of your work
• Customer Centricity: Do you always act in the best interests of the customer putting their needs first
• Growth Mindset: Do you focus on progress rather than perfection
• Continuous Improvement: Are you never satisfied with the status quo

Want to know more Check out our website or connect with us on LinkedIn!

Apply today to join a fast-growing innovative company!

Not a good fit but know someone who is Please refer them!

Local candidates only no relocation assistance available

Join Reynolds Consumer Products andDrive Your Careeracross a world of opportunities!

For applicants or employees who are disabled or require a reasonable accommodation for any part of the application or hiring process you may request assistance by emailing us at.

No recruiter calls or emails please.

RCP affords equal employment opportunities to applicants without regard to race color religion age disability status sex marital status protected veteran status pregnancy national origin genetics genetic information parental status or any other characteristic protected by federal state or local law. RCP conforms to the spirit as well as to the letter of all applicable laws and regulations.