Senior Manager, Talent Acquisition Operations

Galderma•Fort Worth, TX

About The Position

Whether it's the unique breadth of our integrated offering that covers Injectable Aesthetics, Dermatological Skincare and Therapeutic Dermatology products; or our commitment to recognizing and rewarding people for the contribution they make - working here isn't like anywhere else. At Galderma, we actively give our teams reasons to believe in our ambition to become the leading dermatology company in the world. With us, you have the ultimate opportunity to gain new and challenging work experiences and create an unparalleled, direct impact. The Senior Manager, Talent Acquisition Operations is a strategic and operational leader responsible for building, scaling, and optimizing the end-to-end recruiting infrastructure that enables efficient, compliant, and high-quality hiring outcomes. This role serves as the operational backbone of the Talent Acquisition function, partnering closely with TA leadership, HR, Finance, Legal, IT, and external vendors to deliver best-in-class recruiting processes, tools, analytics, and governance. The ideal candidate combines strong program management, operational excellence, and data-driven decision-making with a deep understanding of recruiting workflows, systems, and stakeholder needs.

Requirements

8–12+ years of experience in Talent Acquisition, HR Operations, or Recruiting Operations.
3–5+ years in a people-leadership or senior individual contributor role with enterprise-level scope.
Strong experience with ATS platforms (e.g., Workday, Greenhouse, iCIMS, Taleo) and TA technology ecosystems.
Proven ability to build scalable processes and operational frameworks in complex, matrixed organizations.
Advanced analytical skills with the ability to interpret and present data to senior leaders.
Experience managing vendors, contracts, and TA budgets.

Responsibilities

Own and continuously improve end-to-end TA operational processes, including requisition intake, approvals, interview workflows, offer management, background checks, onboarding handoffs, and compliance.
Design and implement scalable TA operating models to support growth, transformation, and evolving business needs.
Serve as the primary point of contact for TA systems, tools, and integrations, ensuring seamless recruiter and hiring-manager experience.
Lead administration, optimization, and enhancements of the Applicant Tracking System (ATS) and related TA technologies (e.g., assessment tools, scheduling platforms, background check vendors).
Partner with HRIS, IT, and vendors to drive system upgrades, automation, and process standardization.
Identify inefficiencies and implement solutions that reduce time-to-fill, improve quality of hire, and enhance candidate experience.
Develop and own TA dashboards, metrics, and reporting, including time-to-fill, cost-per-hire, source effectiveness, offer acceptance, diversity metrics, and recruiter productivity.
Translate data into insights and recommendations for TA leadership and business stakeholders.
Establish governance around data integrity, definitions, and reporting cadence.
Manage relationships with TA vendors (RPO, agencies, background check providers, assessment vendors, job boards).
Lead contract negotiations, performance management, and cost optimization efforts.
Partner with Finance to manage TA budgets, forecasts, and cost-saving initiatives.
Ensure recruiting processes align with employment laws, compliance requirements, and internal policies.
Create and maintain TA SOPs, playbooks, and governance frameworks.
Support audits, compliance reviews, and risk mitigation related to hiring practices.
Lead change management initiatives related to new processes, systems, and operating models.
Partner with TA leader, HRBPs, and business leaders to align recruiting operations with workforce plans.
Provide training, documentation, and ongoing support to recruiters and hiring managers.