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Recruiting Program Manager Jobs in Ridgefield, CT

AQR

Recruiting Coordinator

Greenwich, CT · On-site

$100K - $110K/yr

The Team The Recruiting team handles both lateral and campus recruitment and plays a crucial role ... program logistics and events * Arrange travel and hotel accommodations for candidates * Manage ...

AQR

Recruiting Coordinator

Greenwich, CT · On-site

$100K - $110K/yr

The Team The Recruiting team handles both lateral and campus recruitment and plays a crucial role ... program logistics and events * Arrange travel and hotel accommodations for candidates * Manage ...

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All JobsRecruiting Program JobsRecruiting Program Manager JobsRecruiting Program Manager Jobs in Ridgefield, CT

Recruiting Program Manager information

See Ridgefield, CT salary details

$43.3K

$86.4K

$149.4K

How much do recruiting program manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for recruiting program manager in Ridgefield, CT is $86,449.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,800.00 and $111,500.00 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 Ridgefield, CT look for? The top searched job categories for Recruiting Program Manager jobs in Ridgefield, CT are:
What cities near Ridgefield, CT are hiring for Recruiting Program Manager jobs? Cities near Ridgefield, CT with the most Recruiting Program Manager job openings:
Recruiting Program Manager jobs near you

Program Manager - Performance & Budgets

Iberdrola

Orange, CT

Full-time

Medical, Dental, Vision, Retirement

Posted 3 days ago

New

Job description

Program Manager - Performance & Budgets
Location: Orange, CT

Reports to: Manager - Workforce Planning & Resource Management

Work Type: Office

The salary range for this position is based on experience level ranging from $116,000 to $145,000 plus up to 16% bonus

What We Offer:
Competitive benefits and growth opportunities
Generous performancebased bonuses
12% 401(k) match
Comprehensive health, dental, and vision insurance

Tuition reimbursement
Professional development and clear career advancement pathways

For more information please visit:Benefits - Avangrid

Job Summary:

Workforce PlanningProgramManagerworks crossfunctionally to solicit, consolidate,analyze,and developNetworksOperationsinternal andexternalresourceforecast.Manage and produce reporting to ensure Networks Operations achieves headcount and personnel including overtimeand capitalized laborfinancial targets. Monitor and trackcross functionalarrangementsrequiredtoaddress emerging needs andclose talent gaps.Candidatemust also possess strong negotiation skills and ability tocollaborate.

Job Duties:

  • Control, direct, and oversee Networks Operations headcountandexternal resourcesactivity.Including preparation and management ofbudget/REV/monthlyreporting. Monitorvariance root cause identifies plan for course correction and escalatesinformation as needed.
  • Control promotions andorganizationalchanges vs budget/REVandanalyze financial impacttoensurealignment with financial targets.
  • Develop, manage, andenhance metrics to trackNetworks Operationsperformance.Identify trends, produce ad-hocanalysisas needed, and proactively engage with functional senior management to support greater enterprise value creation.
  • Workscollaboratively with HR Business Partners in developing workforce plans.
  • Evaluate,recommend,and approve incremental internal labor required of current functions or internalization of activities that become core.
  • Establish the necessary process ofpositionapproval, changes, roles & responsibilitieswithinworkforce management.
  • Reconciliation andintegration effort of existing and new partial resource plansin order tobuild comprehensive business cases aligned with regulatory, operational,and quality requirements as well as financial LTO needs.
  • Build Long Term Plan for Workforce, aligned with Rate Case, Union Agreement, company growth, productivity, and efficiency.
  • Guarantee that every initiative/budget/review will be communicated properly to leaders and impacted employees.
  • Control, direct, and oversee Networks Overtime and Capitalized Labor. Including preparation and management of budget/REV/monthly reporting. Monitor variance root cause identifies plan for course correction and escalates information as needed.
  • Develop and apply Avangrid processes and procedures related to steps required for the contractor's hiring process and contractors' compliance.
  • Control contractors' promotions and organizational changes vs baseline and analyze financial impact to ensure alignment with financial targets.
  • Establish the necessary process of contractors' approval, changes, roles & responsibilities within workforce management.
  • Work with Contract Management for current and future needs in the Embedded Contractors Frameworks that we support.
  • Supervise and continuously improve contractor recruitment operations, gatekeeper approval workflows, contractor systems and data governance, and cross functional stakeholder engagement to ensure efficiency, compliance, and business alignment.
  • Resolve any agency, SME or business issues providing support as needed.
  • Engage with different stakeholders: Agencies, Hiring Managers, SMEs, IT, HR, Advanced Planning, etc.
  • Identify processes efficiencies and automations.
  • Assist in organizing and maintaining databases or utilizing existing systems.
  • Assure that information regarding status of contractors and positionsisdocumented, including history.

Requirements:

  • Bachelor's degree in Business,Human resourcesInformation Technology, or relatedfield.
  • Master/MBAdegreepreferred.
  • At least 8 years of experience in workforce management, finance, or a related area.
  • Working knowledge of utility industryregulation.
  • Proficiency with SAP fundamentals and processes preferred.
  • Proficiency in Microsoft Office Tools (Excel, Power Point, Word, Power BI).

Skills/Abilities:

  • Analytical and problem-solving skills.
  • Ability to convey complex issues and/or solutions to staff and business unit management and employees.
  • Ability towork independently,manage multiple priorities andtight deadlines.
  • Strong ability to prioritize work and maintain good judgement in a rapidly changing environment.
  • Strong interpersonal and communication skills; able tocommunicate and collaborate effectively and regularly with colleagues atall levels within the organization.
  • Ability to articulate with seniorleaders (vice-presidents, directors, etc.).

#LI-OFFICE

#LI-JO1

Company:

THE UNITED ILLUMINATING COMPANY

Mobility Information

Please note that any applicant who is not a citizen of the country of the vacancy will be subject to compliance with the applicable immigration requirements to legally work in that country.

At Avangrid we provide fair and equal employment and advancement opportunities for all employees and candidates regardless of race, color, religion, national origin, gender, sexual orientation, age, marital status, disability, protected veteran status or any other status protected by federal, state, or local law.
If you are an individual with a disability or a disabled veteran who is unable to use our online tool to search for or to apply for jobs, you may request a reasonable accommodation by contacting our People and Organization department at careers@avangrid.com.

Avangrid employees may be assigned a system emergency role and in the event of a system emergency, may be required to work outside of their regular schedule/job duties. This is applicable to employees that will work in Connecticut, Maine, Massachusetts, and New York within Avangrid Network and Corporate functions. This does not include those that will work for Avangrid Power.

Avangrid employees may also be assigned a NERC Reliability Standards compliance role supporting Critical Infrastructure Protection (CIP) and/or Operations and Planning (O&P) responsibilities. This is applicable to employees that will work in electric transmission, operations, and cyber security business areas in Connecticut, Maine, Massachusetts, and New York within Avangrid Network and Corporate business areas. NERC Reliability Standards compliance roles and responsibilities may include additional access protections, training, audit engagement, and required evidence retention, and will be communicated by the employee's management.

Job Posting End Date:

August-24-2026

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