Senior Program Manager, Talent Operations

Included Health is looking for a Senior Recruiting Program Manager to lead a portfolio of recruiting programs and operational improvements. This role will focus on several key areas including internal mobility, talent brand, and process improvement. They will also manage the contingent workforce programs. Furthermore, the role will support change management for major recruiting initiatives, including the ATS transition.

This is a strategic program-owner role for someone who can bring structure to ambiguous problems, connect business goals to execution, and drive measurable outcomes across multiple teams. The successful candidate will be a trusted advisor to Talent Acquisition management and other partners. They will influence others without direct authority, help shift programs from planning to adoption, and will ensure continuous improvement.

• Own recruiting programs from planning through execution, measurement, and iteration.
• Build clear program plans, milestones, stakeholder maps, risks, decisions, communications, and success measures.
• Lead the operational development of an internal mobility program.
• Support talent-brand programs that strengthen Included Health’s employer brand proposition, diversify sources of hire, and improve the candidate experience.
• Use data and stakeholder feedback to assess progress, identify risks, and recommend action.

• Identify friction across the recruiting lifecycle and design simpler, more consistent ways of working.
• Improve processes through standardization, documentation, automation opportunities, and clear ownership.
• Incorporate AI and technology into recruiting processes to automate manual work, improve efficiency, and scale operations.
• Use data and feedback to evaluate whether process changes are improving efficiency, quality, and experience.
• Build repeatable playbooks and operating practices that can scale across Talent Acquisition.

• Lead change-management efforts for major recruiting initiatives, including the ATS transition.
• Create strategies to get stakeholders involved. Prepare communications, training materials, enablement materials, and plans for adoption.
• Partner with the technical systems owner to ensure recruiting teams are prepared for process and system changes.
• Build feedback loops, identify resistance or readiness risks, and adjust the change approach as needed.
• Measure adoption and reinforce new ways of working after launch.

• Create standard operating procedures for our contingent workforce partners, making sure they follow consistent practices.
• Create clear expectations for contingent worker onboarding, performance, reporting, issue resolution, escalation, and offboarding.
• Use data to evaluate partner performance, utilization, cost, quality, and responsiveness.
• Partner with Talent Acquisition, HR, Finance, Legal, and business leaders to improve governance and decision-making.
• Suggest useful ways to balance internal recruiting and external options. This includes vendors, agencies, contractors, and automation.

• Serve as a strategic partner to Talent Acquisition leaders and a trusted advisor to recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and vendors.
• Facilitate working sessions and decision forums that progress complex work forward.
• Influence without formal authority and create accountability across teams with different priorities.
• Communicate clearly with executive, technical, operational, and frontline audiences.
• Build alignment, surface risks early, and keep stakeholders focused on measurable outcomes.

• 7+ years of…