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Talent Acquisition Operations Manager Jobs in Indiana

gaylor

Talent Acquisition Partner

Noblesville, IN · On-site

The Talent Acquisition Partner will collaborate closely with Engineering Managers and Operations leaders to deliver proactive workforce planning solutions while creating an exceptional candidate ...

gaylor

Talent Acquisition Partner

Noblesville, IN

The Talent Acquisition Partner will collaborate closely with Engineering Managers and Operations leaders to deliver proactive workforce planning solutions while creating an exceptional candidate ...

gaylor

Talent Acquisition Partner

Indianapolis, IN

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

gaylor

Talent Acquisition Partner

Indianapolis, IN · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... The TAP will collaborate with Operations Managers to provide workforce planning solutions for the ...

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Talent Acquisition Operations Manager information

See Indiana salary details

$45.2K

$77.8K

$107.1K

How much do talent acquisition operations manager jobs pay per year?

As of Aug 7, 2026, the average yearly pay for talent acquisition operations manager in Indiana is $77,790.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,800.00 and $101,800.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Operations Manager vs Talent Acquisition Specialist?

AspectTalent Acquisition Operations ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in HR or recruiting, familiarity with ATS and HRIS systemsBachelor's degree, recruiting or HR experience, knowledge of sourcing tools
Work EnvironmentOversees recruitment processes, manages teams, collaborates with HR and hiring managersFocuses on sourcing, screening, and interviewing candidates
Employer & Industry UsageUsed in corporate HR departments across various industriesCommon in recruiting agencies and corporate HR teams
Search & Comparison IntentUnderstanding operational differences, responsibilities, and career pathLooking for recruiting roles, skills, and job functions

The Talent Acquisition Operations Manager focuses on managing recruitment processes and teams, ensuring operational efficiency. In contrast, a Talent Acquisition Specialist primarily handles sourcing and screening candidates. Both roles require HR or recruiting experience but differ in scope and responsibilities.

How much do talent acquisition operations managers make in the US?

Talent acquisition operations managers in the US typically earn between $70,000 and $120,000 annually, depending on experience, location, and company size. Salaries can vary based on industry and the complexity of recruitment processes they oversee.

What does a talent acquisition operations manager do?

A Talent Acquisition Operations Manager oversees the processes and systems that support recruitment and hiring within an organization. They ensure that talent acquisition strategies are efficiently implemented, manage recruitment tools and platforms, and work to improve the candidate experience. Additionally, they analyze recruitment metrics, coordinate with other HR teams, and ensure compliance with hiring regulations and policies. Their role is crucial in streamlining hiring processes and supporting the organization’s overall talent goals.

How does a talent acquisition operations manager typically collaborate with recruiters and hiring managers to optimize the hiring process?

A Talent Acquisition Operations Manager plays a pivotal role in streamlining communication and workflows between recruiters and hiring managers. They standardize processes, implement best practices, and ensure that the recruitment team is equipped with the right tools and data. By analyzing hiring metrics and facilitating feedback sessions, they help identify bottlenecks and recommend process improvements, ultimately ensuring a smooth and efficient candidate experience. Collaboration often involves regular meetings, training sessions, and the development of clear guidelines to align team efforts with organizational hiring goals.

What is the role of a talent acquisition operations manager?

A talent acquisition operations manager works in various industries, including retail, financial services, and eCommerce. Your primary objective in this career is to connect qualified job candidates with an employer. Your responsibilities include all aspects of recruiting, including job fairs, targeted advertising, and the selection of prospective employees. It involves planning and development of strategies not only for recruitment but worker retention as well. As a talent acquisition operations manager, you work closely with the company’s human resources department. Other job duties include networking with professional organizations and universities to identify possible leads. This is a full-time office position with some travel necessary to meet job applicants or attend meetings.

More about Talent Acquisition Operations Manager jobs
What are popular job titles related to Talent Acquisition Operations Manager jobs in Indiana? For Talent Acquisition Operations Manager jobs in Indiana, the most frequently searched job titles are:
What job categories do people searching Talent Acquisition Operations Manager jobs in Indiana look for? The top searched job categories for Talent Acquisition Operations Manager jobs in Indiana are:
What cities in Indiana are hiring for Talent Acquisition Operations Manager jobs? Cities in Indiana with the most Talent Acquisition Operations Manager job openings:
Talent Acquisition Operations Manager jobs near you
Infographic showing various Talent Acquisition Operations Manager job openings in Indiana as of August 2026, with employment types broken down into 85% Full Time, 12% Part Time, 1% Temporary, and 2% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $77,790 per year, or $37.4 per hour.

Talent Acquisition Operations Manager

Beacon Health System

Granger, IN • On-site

Full-time

Re-posted 26 days ago

Beacon Health System rating

6.7

Company rating: 6.7 out of 10

Based on 143 frontline employees who took The Breakroom Quiz

532nd of 887 rated healthcare providers

Job description

Beacon Health System is seeking a Talent Acquisition Operations Manager to lead the operational backbone of our recruiting function. This role owns the systems, processes, analytics, and vendor relationships that allow our recruiting team to deliver a high-quality, compliant, and efficient hiring experience across Beacon's hospitals and clinic network. The ideal candidate combines deep ATS/HRIS expertise with healthcare-specific compliance knowledge and the operational discipline to manage high-volume clinical and non-clinical requisition flow across multiple sites.
Mission, Values and Service Goals
  • MISSION: We deliver outstanding care, inspire health, and connect with heart.
  • VALUES: Trust. Respect. Integrity. Compassion.
  • SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.
Key Responsibilities
  • Own and optimize the applicant tracking system (ATS) and related recruiting technology stack, including workflow configuration, requisition routing, and system integrations with HRIS and onboarding platforms.
  • Build and maintain recruiting analytics and executive dashboards, including time-to-fill, cost-per-hire, source-of-hire, offer-acceptance rate, and pipeline conversion metrics. Translating recruiting metrics into actionable insights and leader-ready storytelling, beyond dashboard ownership and reporting.
  • Design and continuously improve req-to-hire workflows, onboarding handoffs, and requisition approval chains across clinical and non-clinical departments.
  • Ensure compliance with healthcare-specific regulatory requirements, including OFCCP/AAP reporting (as applicable), EEO recordkeeping, clinical licensure and credential verification, and Joint Commission readiness related to personnel files.
  • Manage third-party vendor and RPO/agency relationships where applicable, including SLA tracking, invoice reconciliation, and quarterly performance scorecards.
  • Lead cross-functional projects such as seasonal clinical hiring surges (e.g., RN cohorts), new-site openings, and technology implementations, using structured project management methods.
  • Manage and develop a team of recruiting coordinators and/or recruiters, including capacity planning aligned to requisition volume.
  • Partner with HR Business Partners, clinical hiring managers, and Finance/Compensation on req approvals, offer structuring, and workforce planning tied to clinical staffing ratios.
  • Lead change management efforts as the team adopts new recruiting technologies, including AI-enabled sourcing and screening tools.
  • Own employer branding execution and candidate experience standards, particularly for hard-to-fill clinical and allied health roles.

Operational / Technical
  • ATS and HRIS fluency - hands-on experience with platforms common in healthcare (Workday, iCIMS, symplr, Taleo, or Oracle Cloud Recruiting), including workflow configuration and reporting.
  • Recruiting analytics and dashboard-building, with the ability to present metrics to executive stakeholders. Translating recruiting metrics into actionable insights and leader-ready storytelling, beyond dashboard ownership and reporting.
  • Process design and workflow optimization across req-to-hire and onboarding handoffs.
  • Healthcare regulatory and compliance knowledge - OFCCP, EEO/AAP, clinical licensure and credential verification (Indiana Board of Nursing, IDHS background checks), Joint Commission readiness.
  • Vendor and RPO/agency management, including SLA and scorecard administration.
  • Project management - able to run concurrent hiring surges and technology rollouts on structured timelines.

Leadership / People
  • Team management of coordinators and recruiters, with capacity planning against req load.
  • Cross-functional partnership with HRBPs, clinical hiring managers, and Finance/Compensation.
  • Change management - leading teams through new technology and AI tool adoption.

Strategic
  • Serve as the primary operational decision-maker and first point of escalation for routine TA matters.
  • Workforce planning tied to clinical staffing ratios and volume forecasting.
  • Employer branding and candidate experience ownership in a scarce clinical/allied health talent market.
  • Diversity and pipeline strategy for hard-to-fill clinical and rural-facility roles.
Education
  • Bachelor's degree in Human Resources, Business, Healthcare Administration, or a related field (equivalent experience considered).
  • PHR/SPHR or SHRM-CP/SCP preferred.
  • AIRS or similar recruiting certification a plus.

Experience
  • 5-8+ years in talent acquisition, including at least 2-3 years in a lead, manager, or operations capacity.
  • Healthcare-specific recruiting experience strongly preferred, given the licensure, credentialing, and compliance requirements distinct from general corporate TA.
  • Demonstrated experience managing or heavily influencing an ATS implementation or optimization project.
  • High-volume and/or multi-site recruiting experience, consistent with a regional health system operating multiple hospitals and clinic locations.

Indiana / Regional Considerations
  • Familiarity with Indiana's healthcare labor market dynamics, including sourcing strategy that flexes across metro and rural service areas.
  • Working knowledge of Indiana licensing board requirements and state-specific background check and drug screening protocols for clinical roles.
  • Multi-state licensure reciprocity knowledge is a plus, given proximity to Michigan and Illinois labor markets.

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