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Talent Acquisition Operations Manager Jobs in Kansas

Propio

Vice President of Talent Acquisition

Leawood, KS · On-site

Responsible for global recruiting operations, employer branding, talent intelligence, and hiring ... Coach hiring managers on maintaining high talent density and constantly evaluating the team so that ...

MCI Careers

Talent Acquisition Specialist I

Wichita, KS · On-site

... operations that extend across multiple countries. We deliver Customer Experience (CX), Business ... You will manage inbound and outbound telephone calls with potential candidates. You will complete ...

MCI Careers

Talent Acquisition Specialist I

Wichita, KS · On-site

$33K - $38K/yr

... operations that extend across multiple countries. We deliver Customer Experience (CX), Business ... You will manage inbound and outbound telephone calls with potential candidates. You will complete ...

MCI Careers

Talent Acquisition Specialist I

Wichita, KS · On-site

... operations that extend across multiple countries. We deliver Customer Experience (CX), Business ... You will manage inbound and outbound telephone calls with potential candidates. You will complete ...

Bunge

Assistant Operations Manager

Wichita, KS · On-site

The Assistant Operations Manager is responsible for providing various support functions for ... Please refer to the Talent Acquisition Policy or contact your Regional Talent Acquisition team for ...

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Talent Acquisition Operations Manager information

See Kansas salary details

$42.4K

$72.9K

$100.3K

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

As of Aug 10, 2026, the average yearly pay for talent acquisition operations manager in Kansas is $72,908.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,400.00 and $95,400.00 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.

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Talent Acquisition Operations Manager jobs near you

Vice President of Talent Acquisition

Propio Language Services

Overland Park, KS • On-site

Full-time

Posted 16 days ago

Job description

Job Type
Full-time
Description
Position Summary
The Vice President of Talent Acquisition at Propio leads the company's "Dream Team" strategy, building world-class talent pipelines that support aggressive growth and long-term business success. This role partners closely with senior leadership to align talent acquisition with organizational objectives and market demands. Responsible for global recruiting operations, employer branding, talent intelligence, and hiring innovation, the VP creates scalable, data-driven processes that attract exceptional talent across all functions while fostering a diverse, high-performing workforce and an outstanding candidate experience.
Key Responsibilities
  • Strategic Leadership: Translate long-term business objectives into global talent acquisition strategies, ensuring scalable hiring processes for AI, data, engineering, and corporate divisions.
  • Executive Partnership: Advise Senior Leaders on talent market trends, organizational design, and workforce planning.
  • The Keeper Test: Coach hiring managers on maintaining high talent density and constantly evaluating the team so that every role is filled by a high performer.
  • Market Intelligence: Continuously analyze the market to structure top-of-market compensation packages to attract and retain elite industry professionals.
  • Operational Excellence: Optimize Applicant Tracking Systems (ATS), recruiting operations, and data analytics to improve candidate quality.
  • Employer Branding: Elevate Propio's employe value proposition to attract top-tier global talent in highly competitive fields like engineering, data, AI, and.
  • Team Development: Build, mentor, and scale a high-performing global recruiting organization capable of delivering exceptional hiring outcomes across executive, professional, and high-volume talent segments.

Requirements
  • Experience: Progressive talent acquisition experience, ideally in a fast-paced tech, data, or AI company, with multiple years in a senior leadership role.
  • Business Acumen: Ability to view talent strategy through a financial and business lens rather than a traditional administrative one.
  • Data-Driven Mindset: Deep understanding of recruiting analytics, workforce planning, and market mapping to present actionable insights.
  • Domain Expertise: Demonstrated success scaling both deep technical and aggressive Go-To-Market teams.
  • Communication: Exceptional communication and candor to challenge leadership and drive engagement.

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