Talent Operations Program Manager

Overview

The Michaels Organization is a national leader in residential real estate offering full-service capabilities in development, property management, construction, and investment. At Michaels, our teammates strive to fulfill our promise of creating communities that lift lives – ones that jumpstart housing, education, civic engagement, and neighborhood prosperity. With this passion at the forefront of our business, Michaels teammates can be proud to be a part of the extraordinary, every day.

The Talent Acquisition Program Manager is responsible for the effective administration, coordination, and continuous improvement of Talent Acquisition programs, processes, systems, and initiatives. This role serves as a key operational partner to the Talent Acquisition team, ensuring recruiting processes are efficient, compliant, data-driven, and aligned with the organization's talent strategy.

The Talent Acquisition Program Manager will oversee key components of the recruiting lifecycle, including requisition management, onboarding coordination, recruiting compliance, applicant tracking system (ATS) administration, internship and early-career programs, recruitment marketing initiatives, vendor management, teammate referral programs, reporting, and process improvement. The role may also carry a designated requisition load and provide direct recruiting support based on business needs.

Talent Acquisition Operations & Requisition Management:

• Manage the day-to-day administration of the Talent Acquisition process from requisition creation through candidate selection and onboarding.
• Manage and monitor requisitions within the ATS to ensure positions are accurately posted, appropriately approved, and progressing in a timely manner.
• Partner with hiring managers and Talent Acquisition team members to ensure requisition information, job descriptions, salary ranges, organizational structures, and other position details are accurate.
• Manage a designated requisition load, when needed, including sourcing, candidate screening, interview coordination, offer management, and candidate communication.
• Monitor recruiting activity and identify bottlenecks or delays requiring follow-up.
• Ensure timely movement of candidates through each stage of the recruiting process.
• Track metrics such as time-to-fill, time-to-hire, requisition aging, source of hire, candidate pipeline activity, offer acceptance, referral hires, internship conversion, and other TA metrics.
• Develop, maintain, and distribute Talent Acquisition reports, dashboards, and key performance indicators. Develop recommendations based on data to improve recruiting effectiveness and efficiency.

ATS Administration & Optimization:

• Serve as a key business administrator and subject matter expert for the organization's Applicant Tracking System.
• Maintain ATS configurations, workflows, templates, recruiting fields, status codes, notifications, and other system components.
• Coordinate and implement ATS system updates, enhancements, and testing while establishing any new Standard Operating Procedures.
• Partner with HR Systems, and vendors to troubleshoot system issues and implement solutions.
• Identify opportunities to leverage technology and automation to improve the candidate and recruiter experience.
• Monitor data integrity and ensure accurate and consistent use of the ATS across the organization.

Recruiting Compliance:

• Support compliance with applicable federal, state, and local employment and recruiting requirements.
• Ensure recruiting processes and ATS practices support appropriate documentation, recordkeeping, and reporting requirements.
• Monitor recruiting processes for compliance with established policies and procedures.
• Partner with HR, Legal, and other stakeholders on recruiting compliance initiatives, audits, and process changes.
• Maintain appropriate recruiting documentation and assist with responses to compliance and audit requests.
• Stay informed of changes in recruiting-related regulations and recommend process updates as appropriate.

Onboarding:

• Coordinate and support the transition of candidates from the recruiting process into the onboarding process.
• Partner with Talent Acquisition, hiring managers, and applicable vendors to ensure a seamless candidate-to-teammate experience.
• Monitor onboarding activities and identify issues that may delay start dates or completion of required onboarding activities.
• Identify opportunities to improve the onboarding experience and strengthen the connection between…