Manager, Talent Acquisition Process

QTS Data Centers•Duluth, GA

About The Position

As a global leader in digital infrastructure, QTS designs, builds and operates advanced data centers that support strategic AI, cloud and digital transformation initiatives. We are driven by a mission to connect the world for good and our people make it possible. Every single day, the creativity, dedication and genuine care for our communities are what push us forward and make this a truly special place to be. The Impact You Will Have: You’ll keep recruiting operations running on time and on data—ensuring schedules, integrations, and critical data flows perform reliably so teams can execute the standard process with confidence. As a player-coach, you’ll turn insights into improvements that increase process adoption, recruiter efficiency, data quality, compliance, and the candidate and hiring manager experience. What You Will Do: Own the end-to-end operating model for Recruiting Systems: establish intake, triage, prioritization, and escalation; set service levels; and ensure day-to-day support and improvements run predictably. Create a steady stakeholder cadence and keep work anchored to measurable outcomes (process adoption, cycle time, and data quality). Use recruiting data to improve processes and drive process adoption: define and track adoption/quality signals (e.g., consistent use of standard stages, dispositions, and required fields), surface friction points and root causes, and partner with TA leaders to prioritize fixes and behavior change. You’ll turn insights into clear change plans (communications, training, job aids, and feedback loops) and measure impact after rollout. Maintain a reliable “run” process for scheduled jobs, integrations, and recurring deliverables: monitor execution, manage incidents to resolution, coordinate with IT/vendors, and keep runbooks and SLAs current. Lead continuous improvement and change delivery: define the roadmap, gather requirements, run testing and releases, and publish clear documentation. Drive change management with key stakeholders—align on impacts and timing, ensure readiness, and coordinate communications and training. Partner with TA to enable process adoption (training, communications, and reinforcement), then track uptake and outcomes—while coaching a team of 2–3 and ensuring privacy, security, and compliance.

Requirements

5+ years of experience supporting Recruiting Systems (ATS/CRM or HRIS), with a strong focus on operating model, stakeholder intake/prioritization, and day-to-day production support.
Experience maintaining reliable operations (scheduled processes, integrations, and recurring deliverables) and partnering with IT/vendors to resolve issues and prevent recurrence.
Proven change management and process adoption with stake holders
Ability to turn insights into clear requirements, communications, training/job aids, and reinforcement; measure outcomes and iterate.
Prior experience leading a small team (2–3 direct reports) with strong communication, documentation, and stakeholder management skills; ability to manage competing priorities and handle sensitive data with discretion.

Nice To Haves

Workday Recruiting experience, with emphasis on business process understanding, support model/roles, and partnering with technical teams on configuration, security, and reporting
Data governance mindset: align on definitions, monitor data quality, support audit readiness, and ensure the right access/controls so leaders can trust the data
Operational reliability: comfort with recurring processes/jobs, monitoring and incident response, vendor/IT coordination, and maintaining clear documentation/runbooks
Change management and process adoption: stakeholder alignment, requirements/UAT, release communications, training/job aids, reinforcement, and measuring uptake
People leadership: coaching and performance management, delegation and capacity planning, and establishing a reliable support rhythm with clear escalation paths

Responsibilities

Own the end-to-end operating model for Recruiting Systems: establish intake, triage, prioritization, and escalation; set service levels; and ensure day-to-day support and improvements run predictably.
Create a steady stakeholder cadence and keep work anchored to measurable outcomes (process adoption, cycle time, and data quality).
Use recruiting data to improve processes and drive process adoption: define and track adoption/quality signals (e.g., consistent use of standard stages, dispositions, and required fields), surface friction points and root causes, and partner with TA leaders to prioritize fixes and behavior change.
Turn insights into clear change plans (communications, training, job aids, and feedback loops) and measure impact after rollout.
Maintain a reliable “run” process for scheduled jobs, integrations, and recurring deliverables: monitor execution, manage incidents to resolution, coordinate with IT/vendors, and keep runbooks and SLAs current.
Lead continuous improvement and change delivery: define the roadmap, gather requirements, run testing and releases, and publish clear documentation.
Drive change management with key stakeholders—align on impacts and timing, ensure readiness, and coordinate communications and training.
Partner with TA to enable process adoption (training, communications, and reinforcement), then track uptake and outcomes—while coaching a team of 2–3 and ensuring privacy, security, and compliance.