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Senior Talent Program Manager Jobs (NOW HIRING)

Xometry

Talent Management Program Manager

Waltham, MA · On-site

... Program Manager to serve as the engine behind our global Talent strategy. This is a unique opportunity for a high-velocity HR practitioner to bridge the gap between Talent Management design and ...

Xometry

Talent Management Program Manager

Waltham, MA · Hybrid

... Program Manager to serve as the engine behind our global Talent strategy. This is a unique opportunity for a high-velocity HR practitioner to bridge the gap between Talent Management design and ...

CFS

Senior Talent Acquisition Specialist

Verona, WI

$65K - $85K/yr

... Senior Talent Acquisition Specialist Why should you be interested in this Senior Talent Acquisition ... managers to understand business needs and define candidate profiles •  Source and attract ...

CFS

Senior Talent Acquisition Specialist

Madison, WI · On-site

$65K - $85K/yr

... Senior Talent Acquisition Specialist Why should you be interested in this Senior Talent Acquisition ... managers to understand business needs and define candidate profiles •  Source and attract ...

CFS

Senior Talent Acquisition Specialist

Madison, WI

$65K - $85K/yr

... Senior Talent Acquisition Specialist Why should you be interested in this Senior Talent Acquisition ... managers to understand business needs and define candidate profiles •  Source and attract ...

CFS

Senior Talent Acquisition Specialist

Madison, WI

$65K - $85K/yr

... Senior Talent Acquisition Specialist Why should you be interested in this Senior Talent Acquisition ... managers to understand business needs and define candidate profiles •  Source and attract ...

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Senior Talent Program Manager information

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$39K

$115.2K

$155.5K

How much do senior talent program manager jobs pay per year?

As of Jun 1, 2026, the average yearly pay for senior talent program manager in the United States is $115,154.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,000.00 and $116,500.00 per year, depending on experience, location, and employer.

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.

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Senior Talent Program Manager jobs near you
Senior Talent Acquisition Partner, Emerging Talent

Senior Talent Acquisition Partner, Emerging Talent

Cupertino Electric, Inc.

San Jose, CA • On-site

Full-time

Posted 26 days ago

Cupertino Electric rating

7.6

Company rating: 7.6 out of 10

Based on 15 frontline employees who took The Breakroom Quiz

Job description

Posting Title: Sr. Talent Acquisition Partner, Emerging Talent 
Reports To: Manager, University Relations
Location: San Jose, California  
Salary Range: $110,000 to $140,000 
 
Final determination of a successful candidate’s starting pay will vary based on a number of factors, including market location and may vary depending on job-related knowledge, skills, education and experience. The pay scale listed for this position is generally for candidates that meet the specified qualifications and requirements listed on this specific job description. We provide a competitive compensation package that recognizes your experience, credentials, and education alongside a robust benefits program to meet your needs. Our compensation reflects the cost of labor across several US geographic markets.
WHO WE ARE
Since 1954, Cupertino Electric, Inc. (CEI) has been powered by people who’ve built a reputation for delivering high-profile, complex projects. Real, tangible things that alter the landscape and improve lives. And we've done it with integrity for more than 70 years. We’re problem solvers and innovation seekers. We’re team players and safety fanatics. And we're proud to be part of Quanta Services (PWR:NYSE), North America's largest employer of skilled craft labor. Because what we do is important, but how we do it is everything. 
 
THE PEOPLE TEAM
To be a truly great company, you need great people, and you need to put them first. The People Team at Cupertino Electric helps employees create and achieve unlimited possibilities for themselves and the company. With services like internal communications, marketing, talent management, employee relations, and total rewards, the People Team supports the over 5,200+ employees at CEI who safely engineer and build complex commercial, data center and energy projects across the United States.
 
ABOUT THE ROLE
The Sr. Talent Acquisition Partner, Emerging Talent will be responsible for full-cycle recruitment of top talent for the company. In this role, you will partner with hiring managers and business leaders to understand their hiring needs and translate those needs into successful hires. You will also build and maintain relationships with colleges, universities, and other organizations to promote our brand and attract early‑career construction talent, as well as candidates new to the industry.
 
The ideal candidate is passionate about identifying and nurturing emerging talent, building strong relationships, and delivering an exceptional candidate and hiring manager experience. You’ll play a key role in shaping our future workforce by driving innovative outreach strategies and fostering meaningful connections with academic and professional communities.
  • Use multiple sourcing tools and resources to identify, screen, and onboard qualified talent, with a main focus on entry‑level and new‑to‑industry roles.
  • Manage the full-cycle recruitment process for multiple entry level roles across multiple divisions and disciplines, including sourcing, qualifying, offer acceptance and onboarding.
  • Support the internship program by identifying and hiring interns through hiring events, direct applications, and referrals.
  • Work closely with interns and hiring managers to asses intern-to-full-time conversion opportunities and facilitate the end-to-end process.
  • Manage requisitions and candidate documentation using the Jobvite Applicant Tracking System (ATS).
  • Plan and represent the company at nationwide recruiting events, info sessions, and career fairs to build brand awareness and identify top candidates.
  • Organize and manage company-sponsored and other activities related to the Emerging Talent Program.
  • Build strong partnerships with hiring managers, business leaders, and other stakeholders to understand the business and identify hiring needs.
  • Deliver an exceptional experience to both candidates and hiring managers.     
  • Track and maintain data and metrics related to the program and provide insights on trends, projects, and other assigned initiatives.
  • Assist in training and mentoring new and junior team members.
  • Stay apprised of trends in Diversity, Equity, & Inclusion efforts as it relates to the workforce and our industry holistically.
  • Provide cross-functional support on talent acquisition projects as directed by the Talent Acquisition leadership team.
  • Perform additional duties related to talent acquisition as needed to support evolving business needs.
ABOUT YOU
  • Ability to flourish in a setting that may include ambiguity, and shifting focus
  • Strong interpersonal, communication and presentation skills
  • Experience presenting to stakeholders and leadership
  • Comfortable speaking and presenting in front of large audiences
  • Positive resilient approach - a believer in client customer-facing support while demonstrating active learning with a growth mindset
  • Excellent planning and project management skills with strong attention to detail
  • Proficient with MS Office applications and experience with applicant tracking systems, Jobvite is a plus
MINIMUM QUALIFICATIONS
Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.

Education: Bachelor’s degree or equivalent work experience required.  

Licensure/Certifications: None required. 

Experience: 8 years of work experience in talent attraction, preferably in the construction/engineering industry. Early career experience is strongly preferred.
Travel: Up to 50% of travel is expected.
 
#LI-SA1
 
PLEASE NOTE: CEI will never ask for any money or financial information from applicants during the hiring process. To learn more about "job scams" how to avoid them, click here.
 
CEI is a place where every single person can—and does—have an impact on the work we do and the communities we serve. Here, you can build your own story and grow to your full potential. You can collaborate and celebrate with amazing people. And you’ll go home every day knowing you helped contribute to important work that shapes people’s lives. Our commercial, data center and energy projects may be complex, but our approach is simple. We build great things and we do it with great people.
 
The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department, program or project needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.
 
Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.

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