Senior Talent Acquisition Program Manager

Empower Pharmacy•Houston, TX

22h

About The Position

The Senior Talent Acquisition Program Manager leads the design, execution, and continuous improvement of strategic talent acquisition initiatives, with primary ownership of Early Careers programs and high-impact hiring strategies supporting Empower Pharmacy’s growth. In a fast-growing, highly regulated 503A/503B environment, the role translates workforce priorities into scalable programs that strengthen talent pipelines, expand emerging-talent partnerships, and improve hiring readiness. The position drives cross-functional alignment, establishes program governance, manages complex initiatives, and delivers measurable outcomes through disciplined execution and data-informed decisions. It also uses AI-enabled analysis and reporting to improve program effectiveness, operational consistency, and sustainable talent acquisition capabilities. The role encompasses Early Careers strategy and development, including internships, externships, full-time opportunities, university partnerships, and emerging-talent pipelines. It also leads broader Talent Acquisition initiatives, establishes program goals and governance, monitors pipeline and program performance, optimizes processes, and communicates progress and recommendations to leadership. The manager works with recruiting teams, Human Resources, business leaders, academic partners, and other stakeholders to implement programs, resolve barriers, and improve recruiting outcomes. The position requires advanced Talent Acquisition and program management expertise, stakeholder influence, executive communication, analytical skills, and the ability to manage competing priorities. A bachelor’s degree in a related discipline is preferred, and five or more years of combined Talent Acquisition and program or project management experience are required.

Requirements

Five or more years of combined Talent Acquisition and program or project management experience.
Full-cycle recruiting exposure and experience independently owning initiatives.
Demonstrated experience leading complex, cross-functional recruiting initiatives, managing multiple workstreams, influencing stakeholders, and delivering measurable improvements in program execution.
Advanced knowledge of Talent Acquisition operations, Early Careers recruitment, university partnerships, talent pipeline development, candidate engagement, and strategic recruiting program design.
Strong program and project management expertise, including strategic planning, milestone management, risk mitigation, performance measurement, process improvement, and cross-functional execution.
Ability to influence senior stakeholders, present executive-level recommendations, facilitate competing priorities, and translate complex hiring challenges into actionable business solutions.
Proficiency with applicant tracking systems, project management platforms, Microsoft 365, dashboards, and AI-assisted reporting techniques.
Bachelor’s degree in Human Resources, Business, Organizational Development, or a related discipline, or an equivalent combination of education and relevant experience; the degree is preferred.

Nice To Haves

Experience designing or scaling Early Careers programs, campus recruitment strategies, university partnerships, internship initiatives, or emerging-talent pipelines.
Experience with Greenhouse or other applicant tracking systems.
Experience with structured project management methodologies.
PMP, CAPM, Agile, or comparable certification.

Responsibilities

Design and lead an Early Careers strategy covering internships, externships, full-time hiring, emerging-talent pipelines, and structured recruiting initiatives.
Establish and strengthen relationships with universities, academic programs, and external organizations to expand early-career recruiting channels.
Develop scalable early-career engagement models, candidate experiences, and recruiting programs to improve employer visibility, talent conversion, and future workforce capabilities.
Lead complex Talent Acquisition initiatives beyond Early Careers, including proactive talent pipelining and competitive hiring strategies.
Establish program objectives, roadmaps, milestones, success measures, and accountability frameworks; manage dependencies, risks, and concurrent initiatives.
Translate organizational hiring priorities into actionable program strategies, evaluate competing demands, and recommend adjustments to improve execution and business impact.
Partner with recruiting teams to assess candidate pipeline health, recruiting conversion, talent availability, and seasonal hiring patterns.
Define program success metrics and assess participation, stakeholder satisfaction, milestone achievement, and hiring outcomes; provide recommendations based on performance insights.
Develop repeatable playbooks, standardized workflows, and reporting practices that improve efficiency and consistency across Talent Acquisition initiatives.
Coordinate Talent Acquisition, Human Resources, business leaders, academic partners, and external stakeholders to align objectives, clarify responsibilities, and resolve execution barriers.
Prepare leadership presentations, program dashboards, and decision recommendations communicating progress, business impact, risks, and required actions.
Guide recruiters and cross-functional partners in program implementation, establish execution standards, and build capability through knowledge sharing, coaching, and feedback.
Use AI-assisted trend analysis and reporting to identify pipeline opportunities, improve planning accuracy, and inform program recommendations.
Evaluate program outcomes, stakeholder feedback, and recruiting market developments to identify improvements and strengthen long-term Talent Acquisition capabilities.
Maintain accurate program documentation, protect candidate information, and coordinate compliance with established policies, privacy requirements, and applicable procedures.