Talent Acquisition Operations Manager Jobs (NOW HIRING)

Beacon Health System is seeking a Talent Acquisition Operations Leader to lead the operational backbone of our recruiting function and to own two enterprise talent programs — internal mobility and employment-based immigration. This senior leader owns the systems, processes, analytics, vendor relationships, and specialized programs that allow Beacon to move talent into, across, and through the organization in a high-quality, compliant, and efficient way across our hospitals and clinic network. Beyond running day-to-day TA operations, this role sets multi-year operational and program strategy, manages complex regulatory programs (including work-visa sponsorship and internal transfer and promotion pathways), and serves as a senior thought partner to TA, HR, and business leadership. The ideal candidate combines deep ATS/HRIS expertise, healthcare-specific compliance knowledge, hands-on immigration case and vendor management, and internal mobility program design with 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 - time-to-fill, cost-per-hire, source-of-hire, offer-acceptance rate, and pipeline conversion - and translate 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, recruiters, and program specialists, including capacity planning aligned to requisition and program 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.

Internal Mobility Program Management

• Design, launch, and own Beacon’s internal mobility program - internal job-posting standards, transfer and promotion pathways, eligibility rules, and manager/employee guardrails that move existing talent across departments and facilities.
• Partner with HRBPs, Compensation, and department leaders to define internal transfer, promotion, and redeployment processes, including service-time and performance eligibility, backfill planning, and cross-facility moves.
• Build and report internal mobility metrics - internal fill rate, time-to-transfer, retention of moved employees, and promotion velocity - and track the internal-vs-external hiring mix for leadership.
• Configure the ATS/HRIS to support internal applicant flows, an internal career portal, and talent-marketplace or redeployment tooling.

Immigration Program Management

• Own Beacon’s employment-based immigration program end to end - sponsorship intake, case initiation, and lifecycle tracking for visa categories relevant to clinical and allied-health hiring (e.g., H-1B, TN, O-1, and permanent residency/PERM), in partnership with outside immigration counsel.
• Manage the outside immigration law firm/vendor relationship, including case SLAs, spend tracking, and escalation, and serve as the internal point of contact for hiring managers and candidates on sponsorship questions.
• Maintain immigration compliance and record keeping - Public Access Files (PAFs) for LCAs, I-9/E-Verify governance, and visa-expiration and work-authorization tracking, with ongoing audit readiness.
• Advise TA and business leaders on sponsorship feasibility, timelines, and cost, and build sponsorship policy and intake criteria that flex across metro and rural facilities and the IN/MI/IL labor markets.

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 and translate them into actionable insights and leader-ready storytelling.
• 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.
• Internal mobility program design - internal posting, transfer, and promotion frameworks; talent-marketplace or redeployment tooling; and eligibility/backfill governance.
• Employment-based immigration management - working knowledge of H-1B, TN, O-1, and PERM/green-card processes; LCA/PAF compliance; I-9/E-Verify governance; and management of outside immigration counsel.
• Vendor and RPO/agency management, including SLA and scorecard administration.
• Project management - able to run concurrent hiring surges, program launches, and technology rollouts on structured timelines.

Leadership / People

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

Strategic

• Serve as the senior operational decision-maker and primary point of escalation for TA operations, internal mobility, and immigration matters.
• Set multi-year operational and program strategy tied to clinical staffing ratios and volume forecasting.
• Own employer branding and candidate experience in a scarce clinical/allied-health talent market.
• Lead diversity and pipeline strategy for hard-to-fill clinical and rural-facility roles, including internal-talent and sponsored-talent pipelines.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business, Healthcare Administration, or a related field (equivalent experience considered); Master’s a plus.
• PHR/SPHR or SHRM-CP/SCP preferred.
• AIRS or similar recruiting certification a plus.

Experience

• 8–10+ years in talent acquisition or HR operations, including at least 4–5+ years in a lead, manager, or operations-leadership capacity.
• Demonstrated ownership of, or substantial hands-on involvement in, both an internal mobility program and an employment-based immigration program.
• Healthcare-specific recruiting experience strongly preferred, given the licensure, credentialing, and compliance requirements distinct from general corporate TA.
• Demonstrated experience leading 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.
• Experience managing outside immigration counsel and/or RPO relationships, including SLAs and spend.

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 - increasingly relevant for cross-border and sponsored talent.

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