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Talent Operations Program Manager Jobs (NOW HIRING)

AlphaSense

Senior Talent Operations Program Manager

$118K - $119K/yr

About the Role: We're hiring a Senior Talent Operations Program Manager to own the systems, processes, and data that power hiring across AlphaSense. This is a hands-on, individual-contributor role ...

Draper

Operations Program Manager

Cambridge, MA · On-site

Our Operations division is hiring an Operations Program Manager to help bring complex, mission ... Work with functional organizations to effectively recruit, retain and develop key talent for the ...

Whoop

Operations Program Manager

Boston, MA · On-site

$120K - $160K/yr

As an Operations Program Manager, you will lead cross-functional manufacturing programs that drive ... The WHOOP compensation philosophy is designed to attract, motivate, and retain exceptional talent ...

ZT Systems

Operations Program Manager

Georgetown, TX · On-site

The Operations Program Manager's scope of responsibility covers the end-to-end process of current program optimization and new programs development. The operations program manager is ultimately ...

L3HHCM20

Operations Program Manager

Wilmington, MA

$96K - $178K/yr

Operations Program Manager Job Code: 43295 Job Location: Wilmington, MA Job Schedule: 9/80 L3Harris Space & Mission Systems located in Wilmington, MA, is an industry leader in designing and producing ...

VVater LLC

Operations Program Manager

Austin, TX · On-site

THIS IS AN ONSITE POSITION BASED IN AUSTIN, TEXAS - NO REMOTE OR HYBRID AVAILABILITY FOR THIS POSITION The Operations Program Manager is the planning and execution engine of VVater's Operations ...

Utilities One

Operations Program Manager

Tampa, FL · On-site

We are looking for a qualified, local Operations Program Manager. For this role, we need qualified individuals to provide field support and oversee day-to-day operations on aerial and underground ...

Everpure

Operations Program Manager

Santa Clara, CA · On-site

$153K - $230K/yr

THE ROLE As a Program Manager on the Operations Program Management team, you will drive operational excellence to scale Everpure's global demand footprint. Positioned at the heart of our operations ...

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

As of Sep 9, 2026, the average yearly pay for talent operations program manager in the United States is $109,477.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,500.00 and $132,500.00 per year, depending on experience, location, and employer.

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Senior Talent Operations Program Manager

Remote

AlphaSense
Software Development • 11 - 50 employees
Learn more about AlphaSenseexternal

$118K - $119K/yr

Full-time

This job post has expired 2 days ago. Applications are no longer accepted.

Job description

About the Role: 

We're hiring a Senior Talent Operations Program Manager to own the systems, processes, and data that power hiring across AlphaSense. This is a hands-on, individual-contributor role for someone who sees recruiting as a system of interconnected workflows and wants to make that system faster, cleaner, and more measurable. You'll be the operational backbone of our TA function-designing how we hire, ensuring our tech stack is fully leveraged, safeguarding data integrity, and turning recruiting data into decisions.

What You'll Do:

Systems & tech-stack ownership

  • Serve as organization-wide admin and SME for the recruiting stack-Greenhouse (ATS), Gem (CRM/analytics), BrightHire (interview intelligence), and Guide (candidate experience)-including architecture, configuration (between Workday HRIS & Greenhouse), permissions, integrations, and troubleshooting in partnership with IT, and manage the vendor relationships.
  • Identify and implement automation and AI-enabled workflows across the stack to reduce manual effort and scale recruiting operations without adding headcount.

Data integrity & reporting

  • Own the accuracy and consistency of recruiting data across Greenhouse and its downstream systems (including handoffs to Workday), defining data-entry standards and auditing for quality.
  • Build and maintain dashboards and reporting on core funnel and efficiency metrics (e.g., time-to-fill, time-to-hire, pass-through rates, source effectiveness), and develop forward-looking analytics that inform hiring strategy.

Process design & optimization

  • Map, standardize, and continuously improve recruiting workflows end to end-intake, sourcing, interview loops, offers, and closeout-removing bottlenecks and driving consistency across regions and functions.
  • Establish operating rhythms, SLAs, and clear ownership so hiring managers, recruiters, and candidates have a predictable, high-quality experience.

Cross-functional partnership

  • Partner with TA leadership and Finance to support capacity modeling, target setting, and headcount reconciliation with clean data and reporting.
  • Collaborate with People Systems, IT, and Legal on integrations, security, and process design.

What you'll bring: 

  • 8+ years in Recruiting/Talent Operations or People Systems, ideally in a high-growth, global, or distributed environment.
  • Hands-on administration of an ATS (Greenhouse strongly preferred) plus at least one CRM, interview-intelligence, or scheduling/candidate-experience platform (e.g., Gem, BrightHire, GoodTime, Guide), with comfort navigating configurations, permissions, and integrations.
    • Previous experience managing HRIS (Workday strongly preferred) to ATS architecture and integration. 
  • Strong data fluency-able to pull, interpret, and visualize recruiting data and translate it into pragmatic recommendations; advanced spreadsheet skills and experience with a BI/reporting tool.
  • Strong program and project management skills-able to scope, prioritize, and run cross-functional initiatives to measurable outcomes while managing a roadmap across competing demands.
  • Proven track record leading process improvements and tool rollouts with measurable gains in efficiency or experience.
  • Fluency with automation and AI-enabled tooling, with a bias toward using technology to eliminate manual, repetitive work.
  • Excellent communication and stakeholder-management skills-able to influence without authority, tailor the message to each audience, and present recruiting data and recommendations clearly to leadership.
  • Systems thinking, high ownership, and a service mindset; able to prioritize across competing projects and build trust with recruiters, hiring managers, and cross-functional partners.

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