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Talent Acquisition Operations Manager Jobs in Rialto, CA

Econolite

Talent Acquisition Partner

Anaheim, CA · On-site

Talent Acquisition Partner Econolite ® is an innovator of Intelligent Transportation System (ITS ... operational, manufacturing, corporate, and leadership positions. * Partner with hiring managers and ...

Econolite

Talent Acquisition Partner

Anaheim, CA · On-site

$80 - $100/hr

Talent Acquisition Partner - Remote 10 days ago Requisition ID: 1933 Econolite ® is an innovator ... operational, manufacturing, corporate, and leadership positions. * Partner with hiring managers and ...

Yami

Talent Acquisition Specialist

Brea, CA · On-site

Track, manage, and maintain accurate and compliant recruitment records and candidate pipelines ... operational efficiency. * Build and strengthen employer branding initiatives to attract top talent ...

TalentCount

Talent Acquisition Specialist (Temp)

Brea, CA · On-site

$38 - $45/hr

This role will manage the full life cycle of recruitment for internal and external roles across a ... Knowledge of HR operations, including hiring, payroll, employee benefits, and labor law compliance.

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Talent Acquisition Operations Manager information

See Rialto, CA salary details

$47.6K

$82K

$112.8K

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

As of Sep 8, 2026, the average yearly pay for talent acquisition operations manager in Rialto, CA is $81,976.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,700.00 and $107,300.00 per year, depending on experience, location, and employer.

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.

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 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.

What is the average salary for a talent acquisition operations manager in the US?

The average salary for a talent acquisition operations manager in the US typically ranges from $70,000 to $110,000 annually, depending on experience, location, and company size. Senior roles or those in major metropolitan areas may offer higher compensation, and additional benefits often include bonuses and professional development opportunities.
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Talent Acquisition Operations Manager jobs near you

Senior Talent Acquisition Partner - Contract

TalentCount

Brea, CA • On-site

$65 - $75/hr

Contractor

Posted 10 days ago

Job description

We are seeking a senior-level Talent Acquisition Partner to join a growing organization on a contract basis. This role will serve as a strategic recruiting partner focused exclusively on field leadership and operational management positions.
The TA Partner will manage approximately 8-10 complex leadership searches, owning the full recruiting lifecycle from intake through offer acceptance. This is an ideal opportunity for a seasoned recruiter who is comfortable working independently, partnering directly with senior operational leaders, and developing creative sourcing strategies for difficult-to-fill positions.
This is a hybrid role (3 days in-office, 2 days WFH). The selected candidate should be prepared to spend approximately the first week onsite for training, business immersion, and stakeholder introductions.
Location: Brea, CA
Employment Type: Contract - Approximately 6 Months
Compensation: $65-$75/hour DOE
CORE DUTIES
  • Manage full-cycle recruiting for approximately 8-10 field leadership and operational searches.
  • Partner directly with senior leaders and hiring managers to understand business needs, define candidate profiles, and establish effective recruiting strategies.
  • Recruit primarily for General Manager, Operations Manager, Sales Manager, Plumbing Manager, Electrical Manager, and other field leadership positions.
  • Develop and execute proactive sourcing and headhunting strategies to identify passive leadership talent.
  • Conduct thorough candidate assessment and provide clear recommendations to hiring leaders.
  • Build and maintain strong pipelines for difficult-to-fill leadership positions.
  • Provide hiring managers with meaningful market intelligence, including candidate availability, compensation expectations, competitive activity, and recurring candidate feedback.
  • Diagnose challenges within searches and independently recommend adjustments to sourcing strategy, candidate profile, compensation, or other search parameters.
  • Maintain consistent communication with senior stakeholders throughout the recruiting process.
  • Manage candidates through the full recruiting lifecycle, including sourcing, screening, interviewing, offer negotiation, and closing.
  • Represent the organization professionally and build a strong candidate experience throughout the process.
  • Utilize recruiting data, market research, and sourcing insights to continuously improve search outcomes.
    WHAT WE'RE LOOKING FOR
  • 7+ years of progressive recruiting / talent acquisition experience, with significant experience supporting management and leadership-level searches.
  • Proven success recruiting passive candidates through direct sourcing and headhunting.
  • Experience managing multiple complex searches simultaneously.
  • Strong executive presence and confidence partnering with senior operational leaders.
  • Demonstrated ability to influence hiring managers and provide thoughtful recruiting recommendations.
  • Strong candidate assessment skills, with the ability to clearly articulate candidate strengths, concerns, and overall fit.
  • Highly consultative and solutions-oriented approach to recruiting.
  • Strong business acumen and ability to understand how talent needs connect to operational goals.
  • Ability to work independently, prioritize effectively, and operate with a high degree of ownership.
  • Excellent verbal and written communication skills.
    PREFERRED EXPERIENCE
    Experience recruiting within one or more of the following environments is highly desirable:
  • HVAC
  • Plumbing
  • Electrical
  • Skilled trades
  • Home services
  • Field operations
  • Multi-location organizations
  • Private equity-backed organizations
    Experience with Greenhouse or other modern ATS platforms is a plus.
    THE IDEAL CANDIDATE
    We are looking for someone who operates as a true Talent Acquisition Partner-not simply a recruiter executing requisitions.
    The right person will be comfortable telling a hiring leader what the market is saying, why a search may not be producing results, and what should change to improve the outcome.
    You should be someone who naturally asks:
    Who are we targeting? → What are candidates telling us? → Where is the search breaking down? → What does the market tell us? → What should we change?
    If you enjoy difficult searches, passive talent acquisition, senior stakeholder partnership, and having real ownership over the recruiting strategy, this could be an excellent fit.

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