Manager, Talent Operations

Varsity Brands•US - TX - Remote, IN

10d•Remote

About The Position

Varsity Brands is hiring a Manager, Talent Acquisition Operations, to lead the operational engine of the Talent Acquisition team. Reporting to the Director of Talent Acquisition & Operations, the Manager of Talent Operations executes the overall strategy set by the Director and works on continuous improvement of the Talent Acquisition tech stack, data reporting and analysis, talent marketing, the early career program, and sourcing resources. This role leads a team and partners closely with TA leadership, HR, HRIS, IT, and external vendors to ensure talent initiatives are implemented, adopted, and optimized across the enterprise.

Requirements

Demonstrated experience leading the configuration, management, and implementation of ATS, HCM, and/or CRM systems (Workday, Phenom, Paycor, ADP, Kronos preferred)
Strong data and analytics acumen, with experience building dashboards and executive reporting (Power BI preferred) and advanced skills in MS Excel and PowerPoint required
Knowledge of process improvement methodologies such as continuous improvement, value stream mapping, lean six sigma, design thinking, and workflow mapping preferred
Strong communication and stakeholder management skills, with the ability to influence across HR, IT, vendors, and business leaders
Bachelor’s Degree or equivalent experience required
5+ years of experience in Talent Acquisition, Talent Operations, HRIS, and/or recruiting operations required
2+ years of people leadership experience required, with experience managing multi-functional teams (operations, marketing, and/or sourcing) preferred
Demonstrated experience with ATS, HCM, and/or CRM systems required (Workday & Phenom preferred)
Experience analyzing and reporting data and communicating insights to a wide range of audiences, including senior leaders, required
Experience managing vendor relationships, budgets, and contracts required
Experience collaborating with Human Resource functions (Benefits, Employee Relations, Payroll, etc.) required
Experience with project management, implementation workbooks, and training deployment required

Nice To Haves

Knowledge of process improvement methodologies such as continuous improvement, value stream mapping, lean six sigma, design thinking, and workflow mapping preferred
Experience with talent marketing, employer branding, and/or recruitment marketing platforms preferred
Experience building or managing early career, internship, or campus recruiting programs preferred

Responsibilities

Lead, coach, and develop a team of two (Talent Operations Specialist, Talent Marketing Specialist, Sourcers, and Talent Coordinators) setting priorities, managing performance, and building operational and sourcing capability within the Talent Acquisition team.
Manage team workload, capacity, and Sourcing assignments, balancing high-volume and hard-to-fill demand and holding the team accountable to productivity, quality, and candidate experience standards.
Recruit, onboard, and retain team talent, building career paths, development plans, and succession depth across Talent Operations, Talent Marketing, and Sourcing.
Own the Talent Acquisition tech stack strategy and roadmap (Workday, Phenom People, Indeed, LinkedIn, etc.), serving as senior product owner accountable for the selection, implementation, integration, maintenance, and optimization of all Talent Acquisition tools, services, and vendor partnerships.
Oversee system enhancements and customized configurations, approving changes escalated by the Talent Operations Specialist, and communicating updates to Talent Acquisition partners and leaders.
Manage vendor relationships and contracts, leading monthly/quarterly/annual business reviews with key vendors and stakeholders, and holding vendors accountable to service levels and deliverables.
Partner with IT, HRIS, and business process owners to ensure workflow continuity, adoption, and compliance across the TA tech stack, including the evaluation and deployment of AI solutions such as interview tools, candidate assessments, scorecards, and communications.
Own Talent Acquisition data reporting and analytics, designing and governing dashboards and recurring reporting that measure recruiting activity, funnel health, capacity, quality of hire, and compliance (including DE&I and regulatory reporting).
Analyze and communicate key performance indicators and trends to TA leadership and business stakeholders, translating data-driven insights into recommendations that improve recruiting outcomes, candidate experience, and operational efficiency.
Reduce risk and protect the organization by establishing audit routines for regulatory compliance and data integrity, partnering with HR Compliance and Legal to ensure adherence of TA processes to federal and state laws.
Lead Talent Marketing strategy and execution through the Talent Marketing Specialist, including employer brand campaigns, career site content, job advertising, social media presence, and recruitment marketing technology, to strengthen the employer value proposition and attract top talent.
Measure and optimize talent marketing performance, managing media spend and channel mix based on source-of-hire and conversion analytics.
Own the Early Career Program, including internship and entry-level hiring strategy, university and campus partnerships, event planning, candidate pipelines, program calendar, and conversion of early career talent into full-time roles.
Partner with HR and business leaders to design early career cohort experiences, measure program outcomes, and continuously improve the program based on retention and performance data.
Enable the sourcing function through the team of Talent Acquisition Specialists/Sourcers, including sourcing tools and licenses, talent pools and pipelines, market intelligence, and search strategies that support hard-to-fill and high-volume roles.
Develop sourcing playbooks, training, and best practices, ensuring the sourcing team and recruiters effectively leverage sourcing technology and channels.
Drive continuous improvement across talent processes and tools, evaluating current usage, monitoring performance and adoption, and leading process improvement, change management, and training initiatives across the enterprise.
Act as a senior liaison between Talent Operations, HRIS, HR, IT, and Talent Acquisition to implement policy, process, or system changes and optimizations.