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Senior Talent Program Manager Jobs in Virginia (NOW HIRING)

Nwis

Senior Program Manager

Sterling, VA

$176K - $353K/yr

The Senior Program Manager will serve as the primary interface with government stakeholders ... Team building and talent development. * Financial and operational acumen. * Collaboration across ...

Nightwing

Senior Program Manager

Sterling, VA · On-site

$176K - $353K/yr

The Senior Program Manager will serve as the primary interface with government stakeholders ... Team building and talent development. * Financial and operational acumen. * Collaboration across ...

ValidaTek

Senior Program Manager

Quantico, VA · On-site

$125K - $125K/yr

From customers to partners to top-talent employees, ValidaTek puts people first, empowering them to ... The program provides Enterprise Program Management, network engineering, Azure Cloud migration ...

ValidaTek, Inc.

Senior Program Manager

Quantico, VA

$150K - $185K/hr

From customers to partners to top-talent employees, ValidaTek puts people first, empowering them to ... The program provides Enterprise Program Management, network engineering, Azure Cloud migration ...

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All JobsTalent Program JobsSenior Talent Program Manager JobsSenior Talent Program Manager Jobs in Virginia

Senior Talent Program Manager information

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

To thrive as a Senior Talent Program Manager, you need expertise in talent management, program development, and HR best practices, often supported by a relevant degree and experience in HR or organizational development. Familiarity with HRIS systems, talent analytics platforms, and project management tools—along with certifications like SHRM-SCP or PMP—is highly beneficial. Exceptional leadership, strategic thinking, and communication skills help drive program success and foster stakeholder engagement. These skills are crucial for designing effective talent initiatives that align with organizational goals and support employee growth.

What are some common challenges faced by Senior Talent Program Managers, and how can they be successfully addressed?

Senior Talent Program Managers often navigate challenges such as aligning talent initiatives with evolving business objectives, managing stakeholder expectations, and ensuring program scalability across diverse teams. Success in this role requires strong cross-functional collaboration, proactive communication, and data-driven decision-making to demonstrate program impact. Leveraging feedback loops and staying current on industry best practices also help in adapting programs to meet organizational needs effectively.

What does a Senior Talent Program Manager do?

A Senior Talent Program Manager designs, implements, and manages talent development programs within an organization. They focus on identifying skill gaps, creating strategies for employee growth, and ensuring that talent initiatives align with business goals. This role involves collaborating with leadership and HR teams to attract, retain, and develop top talent. Senior Talent Program Managers also measure the effectiveness of programs and make data-driven adjustments for continuous improvement.

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

AspectSenior Talent Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in talent management, certifications like PMP or SHRM-CPBachelor's degree, recruiting certifications often preferred
Work EnvironmentStrategic planning, program development, cross-department collaborationCandidate sourcing, interviewing, hiring processes
Employer & Industry UsageUsed in large corporations, HR departments focusing on talent programsCommon in recruiting agencies, HR teams across industries
Search & Comparison IntentUnderstanding roles in talent management, program oversightFocus on recruiting, candidate sourcing techniques

The main difference is that a Senior Talent Program Manager oversees talent initiatives and manages programs at a strategic level, while a Talent Acquisition Specialist focuses on sourcing and hiring candidates. The former has broader responsibilities in talent development, whereas the latter concentrates on recruitment activities.

What are popular job titles related to Senior Talent Program Manager jobs in Virginia? For Senior Talent Program Manager jobs in Virginia, the most frequently searched job titles are:
What job categories do people searching Senior Talent Program Manager jobs in Virginia look for? The top searched job categories for Senior Talent Program Manager jobs in Virginia are:
What cities in Virginia are hiring for Senior Talent Program Manager jobs? Cities in Virginia with the most Senior Talent Program Manager job openings:
Senior Talent Program Manager jobs near you

Sr. Talent Acquisition Specialist

CPG Beyond, Inc.

Ashburn, VA • On-site

$85K - $129K/yr

Full-time

Posted 19 days ago

Job description

TITLE: Sr. Talent Acquisition Specialist
LOCATION: Ashburn, VA
POSITION SUMMARY: The Sr. Talent Acquisition Specialist is a high-impact, full-cycle recruiter with 10+ years of experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies. This role owns requisition intake and calibration, sourcing strategy, candidate assessment and selection, offer management, and onboarding partnership, while ensuring an exceptional candidate and hiring manager experience. In addition to driving requisition delivery, the Sr. Talent Acquisition Specialist strengthens hiring processes through data, stakeholder coaching, and compliance rigor. Execution within the Paycor ATS is required to ensure data integrity, visibility, and measurable progress across the hiring workflow.
ESSENTIAL DUTIES AND RESPONSIBILITIES: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Full-Cycle Recruiting amp; Stakeholder Partnership
  • Lead end-to-end recruiting for exempt and non-exempt roles, including intake, sourcing, screening, interview management, selection, offer, and close.
  • Partner with hiring managers and HRBPs to define role requirements, build scorecards, calibrate profiles, and align structured interview plans.
  • Advise leaders on market conditions, compensation alignment, leveling, and hiring tradeoffs to support timely, high-quality decisions.
  • Drive hiring manager accountability for interview readiness, timely feedback, and consistent scorecard completion.
  • Maintain proactive, high-touch candidate communication to deliver a best-in-class candidate experience from first contact through Day 1.
  • Must have experience successfully paying close attention to detail
Sourcing Strategy amp; Talent Pipelines
  • Develop and execute sourcing strategies tailored to each requisition (e.g., direct sourcing (must have strong sourcing skills and deep sense of urgency), referrals, niche boards, community outreach) with clear channel hypotheses and success metrics.
  • Build and maintain diverse pipelines for recurring and hard-to-fill roles; nurture silver-medalist and passive candidates.
  • Hands on sourcing and recruiting
  • Write and optimize job postings to reflect calibrated requirements, inclusive language, and compliance needs; ensure timely posting across required state job boards.
  • Partner with Marketing/HR on employer branding content, recruiting events, and talent community initiatives, as needed.
Interview Process Management amp; Candidate Coordination
  • Own interview logistics (in coordination with Scheduler) and coordination across time zones, ensuring seamless scheduling, clear agendas, and prepared interview teams.
  • Implement and train stakeholders on interviewing practices, including interviewer preparation, question alignment to competencies, and consistent use of scorecards.
  • Identify and remove bottlenecks (e.g., delayed feedback, scheduling constraints) and escalate risks to TA Manager with solution options.
  • Ensure candidates receive timely updates, interview preparation materials, and professional communication throughout the process.
Offers, Pre-Employment Screening amp; Onboarding Readiness
  • Lead offer strategy and execution in partnership hiring manager and facilitate extending offer (including offer approval routing, verbal offers, negotiations, and written offer delivery).
  • Coordinate and monitor pre-employment screenings (e.g., background checks, drug screens where applicable) and ensure timely issue resolution in partnership with HR/Compliance.
ATS (Paycor) Ownership, Data Integrity amp; Reporting
  • Maintain accurate requisition and candidate records in Paycor ATS, ensuring real-time stage progression, documentation, and disposition reasons.
  • Ensure adherence to internal controls and external requirements (e.g., EEO/OFCCP practices where applicable) through consistent workflows and documentation.
  • Establish and reinforce repeatable recruiting operating rhythms (e.g., weekly hiring manager check-ins, pipeline reviews, aging requisition plans).
Process Improvement amp; Talent Acquisition Enablement
  • Identify and implement improvements to recruiting workflows, templates, and communications to increase speed, quality, and consistency.
  • Coach hiring managers and interviewers on structured interviewing, bias mitigation, and selection best practices.
  • Partner with TA leadership on vendor relationships (e.g., job boards, background screening provider) and service-level expectations.
  • Support special projects such as workforce planning, high-volume hiring surges, and cross-functional process rollouts.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience:
  • 10+ years of full-cycle recruiting experience partnering with business leaders to build talent strategies and deliver hiring outcomes across multiple functions and geographies.
Computer Skills:
  • ATS experience ( Paycor preferred)
  • Microsoft office (Excel, Word etc)
  • Experience successfully utilizing job boards as well as direct search
  • Recruitment strategy that successfully delivers for customers
Certificates and Licenses:
  • Not specified.
Supervisory Responsibilities:
  • None
Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • Ability to remain in a stationary position for extended periods and to operate a computer and other standard office equipment, including keyboarding and reading/writing for work-related purposes.
The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
Pre Employment Requirements:

Employment is contingent upon successful completion of a pre-employment background check, drug screening, and motor vehicle record (MVR) review, in accordance with applicable federal, state, and local laws. Positions requiring driving must have an MVR that meets company and insurance carrier standards.

CPG is an equal opportunity employer. We will consider all employment applicants without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.
We Utilize E-Verify
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