Senior Manager, Talent Acquisition Operations

Rosendin•San Jose, CA

About The Position

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you are looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We would love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The Talent Acquisition Operations, Senior Manager will lead the strategy, execution and continuous improvement of Talent Acquisition systems, programs, compliance, employer marketing, data & analytics, and team coordination. This role supports our ambition to become a benchmark in the construction industry by building scalable foundations, leveraging technology and driving operational excellence.

Requirements

Demonstrated expertise in recruiting systems (ATS/CRM), recruiting tool ecosystems, reporting/analytics and program management.
Strong communication, stakeholder management and negotiation skills; able to influence cross-functionally at all levels.
Experience managing vendor partnerships, service-level agreements and external recruitment agencies.
Ability to travel occasionally for leadership and project workshops.
Commitment to fostering inclusive practices, equity-oriented hiring, and data-driven decision making.
Bachelor’s degree preferred (or equivalent combination of education and experience).
12-15 years of progressive experience in talent acquisition or recruiting operations; with minimum of 3 years in an operational leadership role and 3 years of people management experience.

Nice To Haves

Workday experience preferred.

Responsibilities

Own selection, design, implementation, testing and ongoing maintenance of the Talent Acquisition technology stack (ATS, CRM, career site, job portals, intranet, ticketing system, recruiting-tool integrations).
Lead the design, launch and continuous improvement of talent acquisition programs including employee referrals, internal mobility, recruiter/hiring-manager training, onboarding support, offer experience (swag, communications), process documentation, workflows, and content (guides, decks, job-family templates).
Partner across People, IT, business leaders and recruiting teams to create a high performing, learning culture and ensure alignment of recruiting operations with broader organizational goals.
Develop, deliver and maintain reporting templates and dashboards for Talent Acquisition leadership to inform monthly and quarterly business reviews, covering metrics such as time-to-fill, quality of hire, candidate experience, cost-per-hire, funnel conversion, vendor performance.
Establish and manage relationships (including master service agreements) with national and regional agency partners; streamline vendor ecosystems to support recruiting scale.
Lead, manage and mentor a centralized team of recruiting operations coordinators who provide enterprise-wide support for requisitions, roles, scheduling, candidate logistics and cross-functional liaison.
Ensure recruiting operations, programs and tools are compliant with applicable employment laws, data-privacy obligations, diversity & inclusion goals and internal audit standards.
Drive continuous operational improvement: identify process bottlenecks, implement automation and process standardization, optimize resource allocation and support change-management efforts.