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Recruiting Program Manager Jobs in Baton Rouge, LA

State of Louisiana

Medicaid Program Manager 2

Baton Rouge, LA · On-site

$5.75K - $11.28K/mo

... ability to manage complex projects and collaborate across multiple program areas. If you are ... LDH is an equal opportunity employer and seeks to recruit a highly productive and diverse workforce ...

State of Louisiana

Medicaid Program Manager 4

Baton Rouge, LA · On-site

$7.05K - $13.83K/mo

Eight years of experience in developing, managing, or evaluating health or social service programs ... LDH is an equal opportunity employer and seeks to recruit a highly productive and diverse workforce ...

U.S. Lawns

Operations Manager

Baton Rouge, LA · On-site

Manages all purchases * Understands and reviews the P&L Client Management * Day to day client ... Implements recruiting program and hires field employees * Performs supervisory training for key ...

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Recruiting Program Manager information

See Baton Rouge, LA salary details

$37.6K

$75K

$129.6K

How much do recruiting program manager jobs pay per year?

As of May 29, 2026, the average yearly pay for recruiting program manager in Baton Rouge, LA is $75,004.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,500.00 and $96,800.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Recruiting Program Manager, and why are they important?

To thrive as a Recruiting Program Manager, you need expertise in talent acquisition, program management, and data-driven recruitment strategies, often supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HR analytics tools, and project management software like Asana or Trello is typically required. Strong interpersonal communication, organizational skills, and the ability to lead cross-functional teams set outstanding candidates apart. These skills ensure effective recruitment program execution, alignment with organizational goals, and a seamless candidate experience.

How does a Recruiting Program Manager typically collaborate with hiring managers and other departments to ensure effective talent acquisition?

A Recruiting Program Manager works closely with hiring managers and cross-functional teams to align recruitment strategies with organizational goals. This often involves facilitating regular meetings to understand staffing needs, providing market insights, and ensuring a smooth recruitment process. They coordinate with HR, department leads, and sometimes external partners to design and implement programs that attract and retain top talent. Strong communication and relationship-building skills are essential, as the role requires balancing multiple stakeholders’ priorities while maintaining a positive candidate experience.

What does a Recruiting Program Manager do?

A Recruiting Program Manager oversees and coordinates recruitment strategies and processes within an organization. They design and implement recruiting programs, manage talent acquisition initiatives, and collaborate with teams to ensure hiring goals are met efficiently. Their responsibilities often include analyzing recruitment metrics, improving candidate experiences, and working closely with HR and hiring managers. This role is vital for building effective recruitment pipelines and ensuring the organization attracts and retains top talent.

What is the difference between Recruiting Program Manager vs Talent Acquisition Specialist?

AspectRecruiting Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program managementBachelor's degree, recruiting experience
Work EnvironmentOversees multiple recruiting initiatives, manages teamsFocuses on sourcing and screening candidates
Employer & Industry UsageUsed in large organizations, HR departmentsCommon in recruiting agencies and corporate HR
Search & Comparison IntentUnderstanding program management in recruitingFocus on candidate sourcing and hiring processes

The Recruiting Program Manager typically oversees multiple recruiting projects and manages teams, requiring program management skills. In contrast, a Talent Acquisition Specialist focuses on sourcing and screening candidates directly. Both roles are essential in the hiring process but differ in scope and responsibilities.

What job categories do people searching Recruiting Program Manager jobs in Baton Rouge, LA look for? The top searched job categories for Recruiting Program Manager jobs in Baton Rouge, LA are:
What cities near Baton Rouge, LA are hiring for Recruiting Program Manager jobs? Cities near Baton Rouge, LA with the most Recruiting Program Manager job openings:
Recruiting Program Manager jobs near you
Infographic showing various Recruiting Program Manager job openings in Baton Rouge, LA as of May 2026, with employment types broken down into 91% Full Time, 8% Part Time, and 1% Contract. Highlights an 98% Physical, and 2% Remote job distribution, with an average salary of $75,004 per year, or $36.1 per hour.

Administrative Fellow Program Manager

FMOLHS

Baton Rouge, LA • On-site

Other

Posted 22 days ago

Job description

The Administrative Fellow Program Manager is responsible for the design, execution, and oversight of the system's Administrative Fellowship Program. This role ensures a high-quality, mission-driven fellowship experience that develops future healthcare leaders while advancing hospital and system priorities. The Program Manager reports directly to the CHRO and partners closely with executive leadership, clinical and operational leaders, Human Resources, and academic institutions to attract, develop, and transition top, early-career healthcare talent into the organization.

Experience: 7 years in healthcare administration, program management, talent development, or leadership development

Education: Bachelor's degree in healthcare administration, business administration, public health, or related field

  1. Program Management & Leadership
    1. Lead the planning, implementation, and continuous improvement of the FMOL Health Administrative Fellowship Program.
    2. Ensure fellowship structure, rotations, and projects align with system priorities, clinical operations, quality, patient experience, and financial performance goals.
    3. Manage the annual program budget, timelines, and deliverables
    4. Define and track program outcomes, including fellow performance, engagement, placement, and retention.
  2. Recruitment & Selection
    1. Partner with executive leadership and academic institutions (e.g., MHA/MBA/MPH programs) to execute a robust fellowship recruitment strategy.
    2. Manage the end-to-end selection process, including application review, interview coordination, interviewer training, and candidate evaluation in collaboration with executive sponsor and designated market and/or system leadership.
    3. Serve as the primary liaison for fellowship candidates throughout recruitment, selection, and onboarding.
  3. Fellow Development & Experience
    1. In collaboration with preceptors, design structured learning experiences, including executive and physician rotations, operational projects, and exposure to clinical, quality, and financial learning opportunities. 
    2. Coordinate fellow assignments with preceptors, hospital and system executives, and clinical leaders to ensure meaningful, high-impact project work.
    3. Provide program guidance to fellows throughout the program.
    4. Facilitate mentorship, executive shadowing, and professional development activities                                      
  4. Executive, Clinical & Stakeholder Engagement
    1. Build strong partnerships with senior leaders, physician leaders, preceptors, and mentors across the hospital and health system.
    2. Prepare materials and facilitate executive updates, performance reviews, and presentations.
    3. Act as an internal and external ambassador for the systems fellowship program                                           
  5. Program Operations & Compliance
    1. Maintain program policies, procedures, and documentation in compliance with hospital and HR standards.
    2. Manage fellowship communications, calendars, evaluations, and learning resources.
    3. Facilitate successful transition and placement of fellows into full-time roles within the hospital or health system.

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