Manager, Talent Programs & Initiatives

Red Bull•Santa Monica, CA

7d•$92,000 - $138,000•Onsite

About The Position

The Manager, Talent Programs & Initiatives will report to the Sr. Manager, Emerging & Pipeline Programs within Talent Acquisition (TA). This role is responsible for translating the team’s strategy and priorities into well-executed projects, programs, recruitment activations, and external partnership initiatives that support emerging talent, broader talent pipelines, recruitment marketing, and employer brand priorities. Through strong project leadership, stakeholder enablement, and data-informed recommendations, this role helps build scalable talent solutions that support the broader TA team and address current and future business needs.

Requirements

6–8 years of relevant professional experience in project management, program management, talent acquisition, recruitment marketing, employer brand, event management, HR/Talent programs, or an equivalent combination of related experience.
Bachelor’s degree in Human Resources or a related field OR equivalent experience.
Demonstrated success independently managing medium-to-complex, cross-functional projects or programs from planning through implementation, adoption, and evaluation.
Strong project-management skills, including timeline development, stakeholder accountability, risk management, meeting facilitation, and status reporting.
Experience planning and delivering multi-stakeholder events or programs, including budgets, vendors, communications, logistics, and contingency planning.
Experience driving the rollout and adoption of new programs, processes, tools, or resources across multiple stakeholder groups.
Strong written, verbal, interpersonal, and presentation skills, with the ability to advise partners and communicate recommendations to leaders.
Strong analytical and problem-solving skills, with the ability to use qualitative and quantitative insights to evaluate outcomes and recommend improvements.
Strong organization and attention to detail, with the ability to independently manage multiple priorities, deadlines, and dependencies.

Nice To Haves

Experience within Talent Acquisition, recruitment marketing, employer branding, talent pipelines, or people-focused programs preferred.

Responsibilities

Translate established business priorities and talent needs into actionable project plans, recruitment activations, partnerships, and program solutions.
Lead the execution of talent pipeline initiatives focused on priority communities (e.g., veterans, alumni, etc.) and custom Red Bull programs designed to address current and future business needs.
Facilitate project meetings, establish clear ownership and milestones, and drive alignment, follow-through, and accountability across stakeholders.
Proactively manage risks, dependencies, competing priorities, and roadblocks, recommending solutions and escalation paths that support timely delivery.
Partner with TA leaders and other stakeholders to understand talent needs, build alignment, and implement pipeline, program, and partnership priorities.
Develop rollout and adoption plans that support the successful introduction of new programs, processes, tools, partnerships, and ways of working.
Create presentations, training materials, toolkits, FAQs, and other resources that clarify changes, expectations, and available talent solutions.
Facilitate briefings, training, working sessions, and other forums that build stakeholder readiness and accountability.
Gather feedback, monitor adoption, and provide insights and recommendations that strengthen implementation and inform future direction.
Own the planning and delivery of recruiting events and other key experiences for current and future talent programs.
Oversee event plans, budgets, timelines, communications, participant logistics, staffing requirements, vendor relationships, and contingency planning.
Partner with internal teams and external vendors to ensure contracts, purchasing, travel, and operational requirements are effectively managed.
Ensure events provide a premium, inclusive, and consistent experience for candidates, interviewers, hiring managers, and stakeholders.
Evaluate event outcomes and feedback and implement improvements that strengthen future program cycles.
Provide targeted recruiting and operational support during critical Emerging Program hiring cycles, including candidate communications, interview preparation, stakeholder coordination, and selection-process execution.
Support final-selection events and other key program experiences by coordinating hotel room blocks, group dining, transportation, venue arrangements, participant communications, and related logistics in partnership with the Manager, Emerging & Pipeline.
Equip interviewers and hiring managers with structured tools, resources, and guidance that support informed, consistent, and equitable selection decisions.
Provide additional project and operational support during peak program periods and as Emerging & Pipeline priorities evolve.
Define success measures and evaluate project, pipeline, partnership, program, event, adoption, and candidate-experience outcomes.
Analyze quantitative and qualitative information to identify trends, gaps, barriers, and opportunities to improve effectiveness and business impact.
Provide recurring updates and strategic recommendations to leaders and stakeholders based on business needs, talent insights, market information, and project results.
Lead after-action reviews and translate findings into decisions, recommendations, and measurable improvement plans.
Develop scalable playbooks, templates, process documentation, and technology-enabled solutions that improve consistency and efficiency.