Talent Operations Specialist

Position Summary:

The Talent Operations Specialist, People Support owns full-cycle recruitment and the day-to-day employee lifecycle experience — from first interview through exit. At its core, this is a relationship and service role: this role is a consultative, trusted partner to hiring managers throughout the hiring process, and approaches every touchpoint — with hiring managers, candidates, and employees alike — as a customer-service relationship.

This role leads sourcing and hiring for open positions, designs and delivers onboarding and orientation, conducts stay and exit interviews to surface engagement and retention trends, coordinates select training programs, and leads a periodic compensation benchmarking review to help the organization stay market competitive. Will partner closely with and reports to the Chief People Officer, keeping hiring, onboarding, pay competitiveness, and the overall employee experience consistent, timely, and mission-aligned.

Essential Job Functions:

• Serve as a consultative partner to hiring managers — advising on role scope, realistic timelines, market conditions, and interview design rather than simply processing requests
• Partner with hiring managers to scope open roles, write/update job descriptions, and set hiring timelines
• Source, screen, and coordinate interviews for all open positions
• Own requisitions and candidate pipeline in the applicant tracking system (ATS)
• Extend offers and coordinate background checks, references, and pre-employment requirements
• Track and report recruiting metrics: time-to-fill, source of hire, offer-acceptance rate, cost-per-hire
• Build pipelines with local colleges, community and faith-based networks, and other talent sources aligned to the organization's mission
• Act as the primary, dedicated point of contact for hiring managers throughout the hiring process, providing proactive status updates rather than waiting to be asked
• Deliver a consistently high-touch, responsive experience for hiring managers, candidates, and new hires — treating every hiring, onboarding, and offboarding interaction as a customer-service relationship
• Set clear expectations with hiring managers up front and follow through reliably, so managers experience the process as supported rather than self-service
• Solicit feedback from hiring managers, candidates, and new hires after key milestones, and use it to continuously improve the experience
• Build genuine working relationships across departments to understand each team's culture and anticipate hiring needs before they become urgent
• Onboarding & Orientation
  • Design, schedule, and facilitate new-hire onboarding and orientation programs
  • Coordinate paperwork, systems access, equipment, and first-week logistics with IT, Facilities, and Payroll
  • Serve as the new hire's point of contact through their first 90 days
  • Gather onboarding feedback and continuously refine the experience
• Exit & Stay Interviews
  • Conduct exit interviews for departing employees; identify themes and report findings to People Support leadership
  • Conduct proactive stay interviews with current employees to surface engagement and retention risk
  • Recommend retention actions based on interview data and trends
• Training
  • Coordinate and/or deliver select training (new-hire training, required compliance training, development sessions)
  • Partner with subject-matter experts and the Senior HR Generalist to schedule training and track completion
  • Maintain training records and compliance documentation
• Conduct a periodic (at minimum annual) review of the organization's compensation structure against Missouri/Midwest nonprofit market data
• Benchmark current role salary ranges against comparable positions using reputable third-party salary sources and/or salary surveys
• Identify roles or…