Talent Acquisition Operations Manager

Talent Acquisition Operations ManagerReports to: Director of People OperationsPosition OverviewThe TA Operations Manager owns the infrastructure tools and compliance backbone behind SSAs hiring process ensuring every requisition moves through a clear well-governed workflow from intake to shortlist. This role does not source screen or interview candidates directly instead they build the systems trains leaders and subject matter experts to run their own hiring and put safeguards in place so nothing gets dropped or creates legal exposure. The TA Operations Manager operates with an AI-native mindset actively embedding AI into hiring workflows for screening scheduling and candidate communication rather than simply adopting existing tools. They lead the People Operations Coordinators who support the administrative backbone of the hiring process and they partner closely with People Systems and the field-based People Operations District Managers (PODMs) to keep awareness of open roles and process status from ever dropping. Their core responsibility is translating enterprise hiring standards into a workflow toolset and enablement program that hiring managers across SSA can run with confidence and OwnershipThe TA Operations Manager owns the hiring workflow end to end ensuring every requisition has a single clear owner at each stage and nothing is lost in the TA workflow end to end from requisition intake through candidate shortlist the recruitment system tools and workflows are optimized for high-volume hourly and seasonal hiring enabling field units to independently execute recruiting incoming requisitions against approved headcount and org structure before handoff points across the hiring process so each stage has a single clear and close workflow gaps before they result in dropped candidates or delayed and maintain reporting metrics - tracking performance over time and identifying trends that inform process the TA operations budget including job board spending and recruiting technology costs ensuring spend stays aligned with approved external talent market trends that may affect hiring and AI IntegrationThis role works hands-on within the ATS and hiring tools directly shaping the systems themselves rather than only requesting changes from others and drives adoption of AI across the hiring ATS and job board integration and workflow changes in partnership with People Systems setting requirements and hands-on within hiring tools to the extent of personal technical capability rather than relying solely on People Systems to execute every change in the HRIS AI into the hiring workflow to drive efficiency in screening scheduling and candidate and pilot emerging AI tools and approaches including building lightweight internal tools to strengthen hiring workflow and RiskThe TA Operations Manager owns the compliance architecture behind hiring ensuring headcount governance AI disclosure and accommodation requirements are met at every the compliance architecture of the hiring process including headcount and org AI disclosure requirements are met and candidates who opt out of AI screening are properly flagged and accommodation requests are captured and handled correctly at the front end of the process compliance risk and escalate gaps to the Director People Operations before they become and SME EnablementRather than executing hires directly this role equips hiring managers and SMEs with the structure tools and guardrails to own their own interview and selection and certify GMs and SMEs on interview best practices structured interview guides and legally defensible hiring managers to own their interview and selection process with TA Operations providing workflow tools and guardrails rather than executing the and maintain training materials and certification standards for hiring manager direct hands-on recruiting support for key leadership and other high-priority ManagementThe TA Operations Manager leads the People Operations Coordinators and serves as the continuity layer between TA Operations and the the Talent Acquisition team ensuring positive applicant experience overseeing their administrative workflow across hire dates HR records and systems-related with People Operations District Managers (PODMs) as the continuity layer between TA Operations and the field so awareness of open roles and process status never and develop the teams capability and accountability while proactively stepping in to maintain requisition momentum when timelines are not is by no means an exhaustive list of all responsibilities skills duties requirements efforts or working conditions associated with this job description. The Company reserves the right to revise the job description or to require that other or different tasks are performed when circumstances change (i.e. emergencies changes in personnel workload rush jobs or technological developments)Education & ExperienceDemonstrated success building or improving talent acquisition workflows systems and compliance processes at directing ATS and job board configuration or working hands-on within hiring systems and ability to train and certify leaders on structured legally defensible interview and screening embedding AI tools into operational workflows with a genuine AI-native approach to process building projects in Claude or using Claude Code as a non-developer is a people management experience including developing coordinator- or specialist-level team degree preferred; equivalent combination of education and demonstrated leadership experience RequirementsMust be located within the Denver Metro Area. This is primarily HQ/office-based role; occasional travel to field locations for training and enablement sessions (TBD low frequency expected).Ability to work extended hours during peak hiring and seasonal ramp-up periods as business needs working within and configuring digital systems and platforms for extended office physical EnvironmentThe TA Operations Manager operates primarily in an HQ/office setting working across systems training sessions and cross-functional planning with People Systems PODMs and hiring leaders across the portfolio. The pace shifts with seasonal hiring demand steady systems and enablement work most of the year with intensified focus during peak hiring windows. The role calls for strong organizational discipline comfort operating inside digital tools and workflows and the ability to hold multiple stakeholders accountable to a shared and BenefitsFull-Time Exempt$75 monthly cell phone stipendFlexTime Off: no accruals; employees are encouraged toschedule time off as needed within business Dental Vision Life Insurance and other voluntary benefits for you and your family; employeepremiums in a 401(k) program with a 15% company match (must be 21 years or older eligible after one year of employment with 1000 hours worked available to enroll during Open Enrollment Periods).Short-Term Disability and Long-Term Disability employer sponsored;scaled salarypay followingsubmission and approval of leaveParentalLeave:Birthing Parent Plan covers up to (6-8) weeks fully paid leave based on the birthing Paid Benefit: Up to 120 hours of Paid Leave for qualifying reasonsincluding ParentalBondingand your familysseriousmedical to 5 days Paid Bereavement LeaveOn-Demand Pay Program: Get access to a portion of earned wages before Plan & Employee Discounts where applicablePaid sick leave is provided in accordance with applicable state and local laws. Accrual rates caps and usage rules vary by :Arizona California Chicago Pittsburgh Connecticut Illinois Massachusetts Michigan Minnesota Missouri New Mexico New York Rhode Island : Employees accrue1 hour of paid sick leave for every 30 hours worked up to48 hours per year under the Healthy Families and Workplaces Act (HFWA).Maryland: Employees accrue at least1 hour of paid sick and safe leave for every 30 hours worked up to40 hours peryear as required under the Maryland Healthy Working Families : Employees accrue1 hour of paid sick leave for every 40 hours worked in accordance with the Seattle Paid Sick and Safe Time.