Sr Talent Mobility Specialist (Ops Support)

TEK Systems•,

2d•$87,000 - $130,400

About The Position

The Senior Talent Mobility Specialist is an extension of the TGS Talent Acquisition team and leads the engagement and execution required to move employees into or within TEKsystems Global Services. The role advances career transparency by increasing visibility of internal opportunities, managing a qualified internal talent pipeline, and guiding candidates and leaders through a consistent end-to-end mobility process. This specialist builds trusted partnerships across internal employees, hiring managers, Talent Acquisition, Practice and Delivery leadership, Finance, Operations, HR, Legal, Professional Development and global mobility partners. The role balances employee career advocacy with business continuity, policy, compensation philosophy and succession needs, while providing clear communication at every decision point. As part of the blended recruiting model, the position intentionally coordinates internal talent mobility and keeps internal candidates visible throughout consideration. The specialist also serves as a process and policy subject matter expert and helps expand the program globally.

Requirements

5+ years of progressive experience in recruiting, talent acquisition, internal mobility, talent advisory, HR operations or a related field; equivalent combinations of experience may be considered.
5+ years of experience using applicant tracking systems and talent-management tools; strong data hygiene and documentation discipline required.
Experience using AI tools to create efficiencies with their current job.
Demonstrated ability to deliver an exceptional employee and hiring-manager experience in a fast-paced, high-volume environment.
Working knowledge of internal transfer, promotion, compensation, offer and succession considerations; experience with cross-border mobility is valuable.
Strong consultative, coaching and stakeholder-management skills, including the ability to influence without direct authority, is a must.
Excellent written and verbal communication skills, with the judgment to handle sensitive employee and business information appropriately.
Highly organized, detail-oriented, and able to work independently while collaborating across leadership and functional teams.
Intellectually curious and self-motivated, with a record of identifying gaps, improving processes, and adopting new tools or technologies.
Ability to understand and clearly articulate the TGS business landscape, employee value proposition, organizational programs, and full-time employee benefits.
Alignment with TEKsystems Core Values and a demonstrated commitment to relationships, serving others, open communication, performance, inclusion and personal and professional growth.

Nice To Haves

experience with cross-border mobility is valuable.

Responsibilities

Manage internal candidates through the full lifecycle of consideration: applicant, qualification, submission, interview, selection, offer, transition, hire or disposition.
Conduct structured application intake and readiness discussions, including role qualifications, career interests, manager awareness or approval, timing and mobility considerations.
Provide program awareness and role-readiness guidance; connect employees to relevant content on training, credentials, networking and development resources.
Facilitate career-mapping conversations across TGS and Allegis operating companies to proactively identify roles of interest and build future-ready talent pools.
Maintain accurate candidate records and talent pools in iCIMS or the designated ATS; re-engage qualified candidates who were not selected for future openings.
Provide interview preparation when appropriate and ensure timely, constructive status updates and interview feedback are delivered to internal candidates.
Create meaningful networking and referral connections that expand access to internal opportunities and strengthen the internal talent ecosystem.
Participate in role intake discussions, as appropriate, to understand business needs, success measures, selection criteria and internal mobility considerations.
Establish operating touchpoints with Hiring Managers, so internal candidates remain visible.
Advise hiring leaders on internal candidate evaluation, interview preparation, candidate communications, offer considerations and transition timing.
Reinforce structured interview practices and use of approved interview guides and Korn Ferry rating sheets to improve consistency and quality of feedback.
Partner with Practice, Delivery and Professional Development stakeholders to maintain visibility into opportunities and role-readiness expectations.
Support hiring leaders with messaging and preparation for offer release, compensation alignment, and end-to-end process execution.
Build trust across stakeholder groups through transparent communication, clear ownership, professional judgment, and reliable follow-through.
Draft and release offers in partnership with the appropriate teams, ensuring terms and communications align with policy, compensation philosophy and approvals.
Balance employee choice with business needs by setting clear expectations about decision timing, opportunity availability and transition responsibilities.
Ensure succession and backfill considerations are surfaced early and aligned with current-manager expectations without creating unnecessary barriers to employee mobility.
Advocate for a respectful, equitable candidate experience while maintaining the urgency and accountability required to keep business commitments moving.
Serve as the subject matter expert for Internal Talent Mobility processes and policies.
Partner with Operations to build practical training content, job aids and videos for employees, recruiters and hiring leaders across internal hire types.
Identify process breakdowns, clarify ownership and implement compliant workarounds or escalation paths that protect onboarding and employee experience during system or workflow changes.
Drive continuous improvement by simplifying steps, increasing consistency in existing technologies and evaluating responsible automation or AI-enabled reporting opportunities.
Build connections with global internal talent mobility owners.
Support pathways that broaden access to TGS roles.
Monitor and report on program progress, pipeline health, mobility outcomes, cycle time, interview activity, and experience indicators to leadership.
Use employee and hiring manager survey feedback to identify friction, prioritize improvements, and measure the effectiveness of the mobility experience.
Track year-over-year growth in internal applications and internal placements using both volume and percentage-based measures.
Monitor adherence to TGS internal interview standards and the quality and timeliness of candidate feedback.
Evaluate responsible uses of AI and automation to improve reporting quality, program visibility and operational efficiency.