Dive Operations Manager Jobs in Massachusetts (NOW HIRING)

We are seeking an intellectually curious and analytical Talent Acquisition Operations Manager, Analytics as we work to hire the world's best talent to work on the world's hardest problems. This pivotal role will be responsible for elevating the operational effectiveness and analytical capabilities of our entire Talent Acquisition function. Success in this role means you will help lead the business direction of our Talent Acquisition (TA) team, leveraging first principles thinking, data analysis, and consensus building.
You will act as a BizOps leader, driving critical initiatives that span all of Talent Acquisition. Beyond optimizing existing processes, you will be instrumental in maturing our analytical capabilities, developing predictive insights, and translating complex TA data into actionable insights. If you thrive on tackling complex business challenges, and are passionate about shaping the future of talent acquisition through data, we invite you to join us.

• Lead Enterprise TA Strategic Initiatives: Drive high-impact projects across the entire Talent Acquisition lifecycle. Define problem statements, design solutions, and lead implementation for TA-wide improvements.
• Deliver Advanced Data Insights & Business Intelligence: Conduct deep-dive analyses across TA data (e.g., pipeline efficiency, source effectiveness, recruiter performance, hiring capacity, market intelligence). Translate complex findings into compelling narratives, recommendations, and executive-level presentations that inform business decisions.
• Mature TA Analytical Capabilities: Develop and execute a roadmap for advancing Talent Acquisition's analytical and data maturity. This includes establishing robust data governance, developing predictive models, designing advanced analytics frameworks, and enhancing self-service reporting tools for all TA stakeholders.
• Optimize Systems & Process Excellence: Serve as a partner to TA leadership on technology and process optimization. Identify and implement system enhancements (ATS, CRM, HRIS integrations) and best practices that drive efficiency, improve data quality, and support a world-class candidate and recruiter experience.
• Cross-Functional Partnership: Collaborate extensively with Executive leadership, TA leadership, HR Business Partners, People Analytics, and Finance to align TA with overall business objectives. Influence decision-making by providing data-backed insights and a strong business case for proposed changes.

• Experience: 6+ years of progressive experience in Business Operations, Strategy & Operations, Management Consulting, or a highly analytical role within a Talent Acquisition or HR function, with a track record of driving significant operational and analytical improvements.
• Advanced Analytical Prowess: Deep proficiency in advanced data analysis, statistical modeling, and data visualization. Demonstrated ability to develop complex data models and derive actionable, predictive insights.
• Business Acumen: Exceptional ability to connect talent acquisition initiatives to broader business objectives. You can identify opportunities and risks, and develop comprehensive plans to address them.
• Adaptability and growth-mindset: Hungry to learn and comfortable adapting quickly.
• Leadership & Influence: Proven ability to lead without direct authority, influence senior stakeholders, and drive consensus across teams. Excellent written, verbal, and presentation skills, capable of articulating complex strategies and data to executive audiences.
• Action-orientation: A strong bias for action (i.e., Getting hands-on, operating seamlessly between the depths of detail and the heights of the bigger picture, and delivering insight and impact quickly)
• Problem-Solving & Ambiguity: A highly structured approach to problem-solving, with the ability to navigate ambiguity, break down complex challenges, and autonomously deliver sophisticated, data-backed solutions.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

• Education: MBA 
• Talent acquisition domain knowledge (recruiting metrics and lifecycle) and systems (ATS, CRM)
• Experience designing and implementing data warehouses or business intelligence platforms for TA/HR data.
• Experience with workforce planning or talent forecasting methodologies46