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Recruiting Program Manager Jobs in Independence, KY

Grant Associates

Recruitment Manager

Addyston, OH

$72K - $77K/yr

Recruitment Manager #GA2026 Who We Are Our employees consistently rate Grant Associates as a great ... Programs • Company Picnics • Volunteer Experiences • Access to Free Financial Counseling ...

Paychex

Recruiter - Contract

Cincinnati, OH · On-site

$61K - $95K/yr

Participates in all recruiting programs. * Maintains regular contact and relationships with all ... Interacts with hiring managers and candidates regarding status of openings to ensure recruiting ...

Paychex

Recruiter - Contract

Cincinnati, OH · On-site

$61K - $95K/yr

Participates in all recruiting programs. * Maintains regular contact and relationships with all ... Interacts with hiring managers and candidates regarding status of openings to ensure recruiting ...

Deloitte

Life Science Veeva Manager

Cincinnati, OH · On-site

$60K - $66K/yr

Leading workstreams for Veeva Vault-enabled transformation programs across regulatory, clinical ... Recruiting tips From developing a stand out resume to putting your best foot forward in the ...

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All JobsRecruiting Program JobsRecruiting Program Manager JobsRecruiting Program Manager Jobs in Independence, KY

Recruiting Program Manager information

See Independence, KY salary details

$42.8K

$85.5K

$147.7K

How much do recruiting program manager jobs pay per year?

As of Jul 17, 2026, the average yearly pay for recruiting program manager in Independence, KY is $85,453.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,100.00 and $110,300.00 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.

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.

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 job categories do people searching Recruiting Program Manager jobs in Independence, KY look for? The top searched job categories for Recruiting Program Manager jobs in Independence, KY are:
What cities near Independence, KY are hiring for Recruiting Program Manager jobs? Cities near Independence, KY with the most Recruiting Program Manager job openings:
Recruiting Program Manager jobs near you
Infographic showing various Recruiting Program Manager job openings in Independence, KY as of July 2026, with employment types broken down into 79% Full Time, 17% Part Time, 1% Temporary, 1% Contract, and 2% Nights. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $85,453 per year, or $41.1 per hour.
Clinical Program Manager, Psychological Testing Services

Clinical Program Manager, Psychological Testing Services

Cincinnati Children's Hospital

Cincinnati, OH

$42.17 - $65.10/hr

Full-time

PTO

Re-posted 14 days ago

Cincinnati Children's Hospital Medical Center rating

7.4

Company rating: 7.4 out of 10

Based on 149 frontline employees who took The Breakroom Quiz

330th of 1,020 rated hospitals

Job description

Description:

Expected Starting Salary Range: 42.17 - 53.64


SUBFUNCTION DEFINITION: Act as the central point of contact in the support, direction, and successful delivery of a psychometry testing program and its objectives. Programs are ongoing activities working toward a mission with no specified end date or an end date that is defined as being many years into the future (as in the case of a long-term grant program). Programs typically have formal names, a mission, and a wide variety of functions performed by a multi-disciplinary team.

Key Psychometry Testing Services Representative Responsibilities:

  • Lead the psychometry team, providing direction and support to meet the service demands.
  • Oversee the training program, strategic location/service line assignment, recruiting, retention, and ongoing professional development of the psychometry team.
  • Collaborate with clinical psychologists, neuropsychologists, and operations team members to assess current situations and implement improvements.
  • Ensure clear communication and leadership structures are in place for the psychometry team.
  • Manage the scheduling of psychometrists across various locations, ensuring flexibility and cross-coverage.
  • Address any clinical questions related to psychometry and provide oversight for the testing process.
  • Develop and maintain a high-level new psychometrist onboarding training plan.
  • Work with the operations partner to build weekly schedules, handle PTO needs, call-offs, and assign cross-coverage.
  • Make critical decisions regarding service line priorities and psychometry team structure.
  • Oversee program growth and development of additional service lines, including research services.


REPRESENTATIVE RESPONSIBILITIES

·Program Management/Leadership and Education Management
Designs broad-scale developmental plan of program. Collaborates with leadership to lead and implement strategies for alignment of the Program with the CCHMC mission and vision. Identifies, leads, and directs process/quality improvement activities and measures and maintains program outcomes. Oversees collaborations with other departments/divisions. Creates processes and collaborations relevant to program stakeholders. Builds consensus for programmatic and financial maturation with team via investigation of potential funding options, and assessment of needs and resources for directives and protocols. Leads and coordinates integration of activities, inside/outside the organization. May coordinate outreach activities/messages team, stakeholders and clients. Provides leadership for internal/ external education offerings and oversight for competency requirements/resources. Develops educational training using current evidence and research; serves as resource to multidisciplinary staff. Provides education/collaboration on internal/external improvement work. Participates in funding decisions for clinical education/ professional development.
·Personnel Management
Manage the reporting personnel. Make decisions regarding, and take responsibility for recruitment, selection, on-boarding, development, training, discipline, termination, evaluation, salary, payroll, and/or retention. Identify and work to correct personnel management issues. May maintain and/or create position descriptions and/or performance evaluation criteria. Consistently provides leadership and staff development through training, trending, consultation, coaching and communication. Focuses as a resource and responds to inquires related to specific subject matter. May leads, engages and holds teams or staff who are not direct reporting personnel accountable for program operations and/or achievement of strategic targets. May works closely with team leads or program staff to develop their ability to be effective leaders who manage a serious portfolio of work (could include publications, IRBs, grants, presentations nationally and internationally). May functions in a clinical expert role and responds to inquires related to specific subject matter. May facilitates team collaboration, communication, and team meetings
·Process/Quality Improvement
Identify, develop, and implement new methods, processes, and systems to improve and facilitate the team's work. Identify ways to improve data quality and usability and to streamline and enhance reporting processes and/or deliverables. Identify and recommend procedures to enhance or maintain a high level of effectiveness in daily operations. May participates in leadership activities to align EBP, PI, and research within the division or team and strategically plans for future. May identifies, leads, and provides oversight of process/quality improvement activities; measures and maintains program outcomes, facilitates the teams work. May design systems and improvement models for therapy that improve the health outcomes of patient populations, with emphasis on: (1.) increasing the overall (mean) population health; (2.) working towards eliminating disparities and getting best outcomes. May centers work around efficacy of care (the degree to which our services and interventions achieve the desired outcomes). May identifies and recommends procedures to enhance or maintain a high level of effectiveness in usual operations. Actively leads research efforts and presents results nationally. May identifies ways to improve data collection and quality/usability.
·Operations Mgmt.
Direct and coordinate the daily operations of the programs(s), department(s)/facilities in collaboration with leadership. Direct, establish and monitor business processes to ensure effective and efficient operations. Identify and implement policies and procedures for improved utilization and operations. Identify opportunities for improving cost and quality through in-depth analysis. Develop and implement policies and procedures for improved utilization, quality and operations. Ensure operations are efficient, cost effective and effective. Resolve issues concerning staffing, utilization of facilities and equipment. Develop and interpret policies and procedures for staff and ensure that all policies are in conformance with Medical Center guidelines. Ensure compliance with all regulatory requirements associated with the Joint Commission, OSHA, CMS and any other agency. Promote programmatic development, efficient work and patient flow, supply and instrument management, and a safe culture and environment. Supports and monitors business processes to ensure effective and efficient operations. Identifies opportunities for improving cost and quality through in-depth analysis. May provide direct patient care.
·Grant, Data, and Financial Management
Provide support in the preparation and submission of external and internal funded projects via EPAS or online grant application portal as specified by sponsor. Serve as a liaison between the PI and subcontract sites in matters related to requested documents. Provide guidance to PI in relation to required attachments or documentation required by the sponsor. Assist faculty with special projects, reports, and correspondence as related to grant acquisition. Maintain records of annual evaluations for accreditation purposes. Develop and manage annual operating budgets or provide direction as needed. Integrate the financial management and decision making across the department/division; assist with process for financial controls; review and provide direction on analysis of financial performance and discuss results with key stakeholders; contribute to the evaluation of variances, determine underlying causes and identify, present, and implement proposed solutions; establish and monitor productivity metrics. Provide oversight in revenue cycle management; creating competitive pricing, developing/expanding programs; and monthly revenue reporting.
Qualifications:

EDUCATION/EXPERIENCE


Required:
·Bachelor's degree in a related field
·7+ years of work experience in a related job discipline OR Master's degree and 3-5 years' experience
·Clinical licensure in related field and program
·Psychometry testing experience in both general psychology and neuropsychology
·Direct management experience

Preferred:
·Management of at least 5 direct reports
·At least 5+ years management experience
·Management of testing service
Unique Skills:
·7+ years of psychometry testing experience
Cincinnati Children's is proud to be an Equal Opportunity Employer that values and treasures Diversity, Equity, and Inclusion. We are committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/AA/M/F/Veteran/Disability

What Cincinnati Children's Hospital Medical Center employees say

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About Cincinnati Children's Hospital Medical Center

Sourced by ZipRecruiter

Cincinnati Children's Hospital Medical Center, located in Cincinnati, OH, US, is a premier pediatric hospital renowned for its exceptional clinical services, research programs, and medical education. The healthcare institution, founded in 1883, holds a sterling reputation in the industry, with a mission to improve child health and transform delivery of care through fully integrated, globally recognized research, education and innovation. As one of the oldest and most distinguished pediatric hospitals in the United States, Cincinnati Children's continues to offer a broad range of high-quality, compassionate care to children in the community and around the globe. As a testament to its dedication, it has consistently been ranked among the top three US pediatric hospitals by U.S. News & World Report.

Industry

Hospitals

Company size

10,000+ Employees

Headquarters location

Cincinnati, OH, US

Year founded

1883

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