Senior Manager, Talent Acquisition Operations

Keurig Dr Pepper•Frisco, TX

2d•$130,700 - $180,000•Hybrid

About The Position

The Senior Manager, Talent Acquisition Operations is responsible for the architecture, governance, workflow, and reporting of the TA operations function, in addition to the day to day execution and continuous improvement of the TA function’s operational infrastructure. This role is also expected to connect TA operations directly to business impact metrics beyond headcount—driving quality of hire, early productivity, and talent density as strategic outcomes. This position is a hybrid role based in Frisco, TX, with in-office work from Tuesday to Thursday and remote work on Monday and Friday.

Requirements

8–10+ years of experience in talent acquisition or HR operations, with at least 3–5 years in a leadership role
Proven track record of leading TA technology transformations and AI integration initiatives
Expert-level proficiency with TA analytics and the ability to connect TA data to business outcomes
Strong AI literacy: ability to evaluate, implement, and govern AI-powered recruiting tools
Experience managing vendor relationships and RPO partnerships
Executive presence and ability to influence senior leadership and cross-functional partners
Deep understanding of skills-based hiring, internal mobility, and talent density as strategic TA outcomes
Experience with global or enterprise-scale TA operations preferred

Responsibilities

Oversee end-to-end TA processes including requisition management, candidate pipeline management, offer processing, and onboarding handoff.
Identify and implement improvements to recruitment processes and candidate experience based on data insights and best practices.
Maintain and optimize the applicant tracking system (ATS) and candidate relationship management (CRM) platform to ensure data quality, workflow efficiency, and user adoption.
Build and maintain baseline recruiting dashboards covering speed (time-to-fill, hiring velocity), quality (quality of hire, hiring manager satisfaction, candidate satisfaction), and effectiveness (source of hire, interview-to-hire ratios).
Translate data into actionable insights and present them to TA leadership and business stakeholders.
Partner with analytics teams to develop role-based dashboards and ensure access to meaningful visualizations.
Develop and own a comprehensive analytics capability that links TA outcomes to business performance—beyond efficiency metrics to include quality of hire, early employee productivity, retention, and talent density.
Lead the evolution from standard dashboards to systemic business analytics, connecting hiring data with financial, operational, and workforce data.
Serve as the operational owner of the TA technology stack, including the ATS, CRM, assessment tools, and AI-powered sourcing platforms.
Support integration of new AI tools into the recruiting workflow while ensuring recruiter adoption and appropriate governance guardrails.
Lead TA Operations Technology function that includes two senior analysts.
Set team goals, develop succession plans, and drive a culture of continuous improvement and strategic thinking.
Ensure all TA processes comply with employment law, data privacy requirements, and ethical recruitment practices.
Partner with recruiters, HR technology, ITHR business partners, and compensation analysts to ensure smooth operation of the selection and offer process.
Monitor metrics to ensure hiring goals are on track and intervene to problem-solve when needed.
Manage day to day TA vendor ecosystem, including partnerships, technology vendors, and assessment providers.