Principal Program Manager, Talent Acquisition Programs

Rosendin•San Jose, CA

16d•$128,000 - $167,900

About The Position

The Principal Program Manager, Talent Acquisition Programs is a senior individual contributor responsible for building, launching, and optimizing programs that elevate the candidate, hiring manager, and recruiter experience across Talent Acquisition. This role owns the strategy, design, and execution of initiatives that strengthen referrals, training, on-boarding, and employer branding touch-points for our recruiting organization. Acting as a connector between Talent Acquisition, People Operations, IT, and Communications, you will build programs that scale, create clarity for stakeholders, and continuously improve the experience for everyone involved in hiring.

Requirements

Proven expertise developing and maintaining recruiting enablement programs such as referrals, training, or candidate experience initiatives.
Strong instructional design and content development skills, with the ability to simplify complex processes into clear, engaging materials.
Demonstrated program management and stakeholder alignment skills across distributed teams.
Excellent communication and presentation skills with a track record of influencing leaders at all levels.
Experience partnering with vendors, creative agencies, or third-party training providers.
Knowledge of OFCCP, EEO, and data-privacy compliance standards relevant to recruiting programs.
Ability to work independently in a remote environment and manage multiple priorities with strong attention to detail.
Bachelor’s degree preferred, or equivalent combination of education and experience.
7 - 10+ years of experience in Talent Acquisition Operations, Recruiting Programs, HR Enablement, or related fields, with at least 5 years owning large-scale program design and delivery.

Responsibilities

Design, implement, and manage enterprise-wide Recruiting Programs including Referral Program, Hiring Manager Training, Interviewer Training, Recruiter and TA On-boarding Trainings, and Offer Experience (SWAG Program).
Develop long-term program roadmaps and KPIs to measure program effectiveness, adoption, and impact on candidate and hiring manager experience.
Collaborate with TA Leaders, HR Business Partners, Learning & Development, and Communications to ensure alignment with company values, policies, and diversity and inclusion objectives.
Create and maintain standardized training curricula for recruiters, hiring managers, and interviewers to enhance effectiveness, consistency, and candidate experience.
Develop learning materials including how-to guides, workflow documentation, and presentation decks for both live and self-paced formats.
Facilitate change-management efforts and communicate program updates through clear, accessible content on the TA intranet and learning platforms.
Establish feedback loops with TA teams and business partners to continuously evaluate and improve program content, delivery, and tools.
Maintain centralized repositories for documentation, templates, and enablement resources to ensure consistency and ease of access.
Partner with Recruiting Systems and Operations teams to automate workflows and enhance efficiency through technology and data.
Manage relationships with vendors and suppliers supporting TA enablement initiatives (such as SWAG partners, LMS providers, or content designers).
Collaborate cross-functionally to ensure budget adherence, quality standards, and timely delivery of program materials.
Serve as a trusted advisor to TA leaders on best practices for training, communication, and program scalability.
Ensure all recruiting programs comply with employment laws, EEO guidelines, and data-privacy requirements.
Embed inclusive language and principles of accessibility into training content and communications.
Establish consistent documentation and version control for policies and guides that support auditable compliance.