Sr. Manager, Recruiting Operations & Innovation

Lennar•Waterford, FL

19h•Hybrid

About The Position

The Sr. Manager, Recruiting Operations & Innovation owns the systems, processes, and partnerships that support and improve Lennar’s Talent Acquisition function. Reporting directly to the Vice President of Talent Acquisition, this leader manages the full TA technology stack, provides first-line support to the recruiting team, leads technology implementations and adoption, and shapes hiring experiences for recruiters, hiring managers, and candidates. The role has authority to lead initiatives end to end and build the Recruiting Operations & Innovation team over time. The position oversees the TA technology roadmap, with Workday Recruiting at its core, and related sourcing, CRM, scheduling, assessment, and AI tools. It leads system configuration and governance, support and training, technology rollouts and change management, quarterly planning, vendor and partner management, workflow optimization, experience measurement, and cross-functional collaboration. The role works with TA, HR Technology, IT, HR Operations, People Analytics, Onboarding, Procurement, Legal, and business partners to improve hiring operations and system performance. The position is based with Lennar’s TA leadership team in Miami and offers a hybrid schedule. Lennar describes a supportive environment and offers benefits including health coverage, retirement matching, parental and adoption assistance, education assistance, paid time off, and other programs, subject to company policies and plan terms.

Requirements

Bachelor’s degree in Human Resources, Business, Information Systems, or a related field.
At least 7 years of experience in Talent Acquisition, HR Technology, or HR Operations, including at least 5 years of hands-on TA technology experience.
Deep, hands-on Workday experience, ideally Workday Recruiting, including configuration, business processes, reporting, and release management.
Proven experience leading TA or HR technology deployments end to end, from requirements and vendor selection through launch and adoption.
Track record of managing vendor relationships, contracts, and performance.
Strong project management skills and experience delivering cross-functional initiatives on time and on budget.
Data-driven mindset and ability to turn recruiting and system metrics into strategy and measurable results.
Exceptional communication skills and ability to make complex topics clear for recruiters, leaders, and executives.
Comfort leading through change and ambiguity in a fast-paced, high-volume environment.

Nice To Haves

Workday Recruiting certification or Workday Pro designation.
Experience with conversational AI, recruitment marketing, CRM, scheduling, or assessment platforms and their integrations with Workday.
Experience applying AI and automation in recruiting workflows.
Experience in high-volume or multi-state recruiting environments.
Experience building or leading a team.
Proficiency with Asana or similar project management tools.
PMP, Prosci, or similar project or change management certification.

Responsibilities

Own the end-to-end Talent Acquisition technology ecosystem, including Workday Recruiting and integrated sourcing, CRM, scheduling, assessment, and AI tools.
Partner with HR Technology and IT to define and maintain a multi-year TA technology roadmap aligned with business priorities and the TA vision.
Drive system configuration, optimization, and governance to support data integrity, compliance, and scalability.
Partner with the TA AI Champion to identify and deploy automation and AI capabilities that reduce manual work and improve recruiter impact.
Monitor emerging HR technology, AI, and market trends relevant to Talent Acquisition.
Serve as the Tier 1 support resource for the TA team by resolving system issues and questions and escalating issues to HR Technology, IT, or vendors as needed.
Track support trends and address recurring issues through fixes, training, or system enhancements.
Manage and update the TA Knowledge Center, including job aids, guides, and process documentation.
Partner with Recruiter Excellence to develop and deliver scalable training that supports adoption and system fluency.
Lead TA technology implementations and rollouts from requirements gathering and vendor selection through configuration, testing, launch, and hypercare.
Develop change-management and communication plans to drive adoption among recruiters, hiring managers, and HR partners.
Set success metrics for rollouts and measure utilization, ROI, and impact after launch.
Own internal TA communications about system releases, process updates, and operational changes.
Lead quarterly TA technology planning and prioritize enhancements, releases, and projects based on business value, effort, and capacity.
Maintain roadmaps, timelines, and project plans in Asana, keeping initiatives on track and visible to stakeholders.
Manage Workday release cycles by assessing impacts, coordinating testing, and preparing the team for changes.
Provide TA leadership with clear updates, insights, and data-based recommendations.
Manage day-to-day relationships with TA technology vendors and agency partners and hold them accountable for performance, service levels, and value.
Lead vendor evaluations, RFPs, and business cases for new solutions, partnering with Procurement and Legal on contracts and renewals.
Monitor tool utilization and license spending to maximize technology investment value.
Manage contractor intake and tracking through Monument and support onboarding of new vendors and partners.
Map and streamline recruiting workflows across the hiring lifecycle, from requisition through offer and onboarding.
Use recruiting data and system analytics to identify bottlenecks and implement improvements to speed, quality, and consistency.
Partner with HR Operations, People Analytics, and Onboarding to improve handoffs and data reliability.
Build feedback loops that surface pain points and promote follow-through.
Design simple, intuitive, and efficient hiring systems and processes for recruiters, hiring managers, and candidates.
Reduce recruiter administrative burden and provide tools, automation, and insights that help recruiters focus on hiring.
Improve the ease and transparency of requisitions, reviews, interviews, and approvals for hiring managers.
Deliver a fast, mobile-friendly, engaging candidate journey that reflects the Lennar brand from first click to first day.
Gather feedback through surveys and listening sessions, track experience metrics, and act on findings.
Advise TA functional teams, including Systems & Technology, Process Optimization, and Recruiter Excellence, to keep initiatives connected and aligned.
Build and scale the Recruiting Operations & Innovation team over time by defining roles, hiring talent, and developing future leaders.
Bridge Talent Acquisition, HR Technology, IT, and the business, leading through influence as well as authority.