TA Operations & Employer Branding Specialist

Cast & Crew•Burbank, CA

1d•Hybrid

About The Position

The Talent Acquisition Operations & Employer Branding Specialist serves as the operational backbone of the Talent Acquisition function, overseeing the systems, processes, reporting, and employer brand execution that enable the recruiting team to operate at scale. This role ensures that Talent Acquisition runs efficiently, consistently, and with a strong candidate experience at every stage of the hiring process. This position is well-suited for an experienced Talent Acquisition operations professional who brings strong operational instincts, systems aptitude, and a drive to execute, maintain, audit, and continuously improve the processes, tools, and workflows that support the TA infrastructure strategy. The ideal candidate is energized by managing the day-to-day operational details, tasks, and brand presence that recruiters depend on every day to deliver results.

Requirements

3–5+ years of experience in Talent Acquisition operations, senior recruiting coordination, or HR operations.
Strong working knowledge of ATS and HRIS platforms, preferably Workday, and demonstrated ability to configure and optimize them for efficiency.
Proven experience owning operational reporting and dashboards; advanced proficiency in Excel, Google Sheets, or BI tools preferred.
Strong process orientation with the ability to identify inefficiencies and design scalable, repeatable solutions.
Experience managing and auditing employer brand content; driving forward employer branding initiatives and ideas; maintaining and improving external platforms including LinkedIn, Glassdoor, and career sites; making recommendations to TA leadership; and managing employer branding vendor contacts.
Excellent project management and prioritization skills with the ability to manage multiple workstreams independently.
Collaborative partner with the ability to influence without authority across HR, Marketing, IT, and recruiting teams.
High attention to detail and a strong commitment to data integrity and accuracy.
Strong verbal and written communication skills.
Demonstrated experience leveraging AI tools within the Talent Acquisition process with the ability to speak to specific tools used and measurable impact on recruiting outcomes.

Nice To Haves

Experience in media, entertainment, technology, or high-growth environments, where TA infrastructure needed to be built or significantly improved.
Familiarity with employer brand campaign execution in partnership with a Marketing team.

Responsibilities

Own and continuously optimize ATS workflows, configurations, templates, and permissions to maximize recruiter efficiency and data integrity.
Serve as the primary owner of TA reporting and analytics, including dashboards that track time-to-fill, pipeline health, source effectiveness, diversity metrics, etc.
Support with building, documenting, and scale TA processes and playbooks so that best practices are codified, repeatable, and accessible across the recruiting team.
Partner with the Talent Acquisition team to standardize intake meeting templates, interview scorecards, and job ad frameworks.
Partner with HRIS and IT on system integrations, enhancements, and troubleshooting to support a seamless recruiting technology ecosystem.
Ensure data accuracy and integrity across all TA systems and support audit readiness and compliance with data governance and recordkeeping standards.
Support the execution of employer branding initiatives in partnership with TA leadership and Marketing, ensuring alignment with the company’s employer brand.
Manage, audit, and regularly refresh all candidate-facing content, including job advertisements, career site copy and content, and recruiting collateral; provide recommendations to TA leadership to improve clarity, consistency, and employer brand impact.
Monitor, audit, and maintain the company’s employer presence across platforms including LinkedIn, Glassdoor, Indeed, and Built In, ensuring content is current, compelling, and on brand while identifying opportunities and recommendations for TA leadership.
Partner with TA leadership to design and manage candidate experience feedback tools, such as post-interview surveys, and turn insights into continuous improvement actions.
Develop content and campaigns that support the attraction of diverse, high-quality talent pipelines.
Create and maintain a library of standardized recruiter tools, templates, and intake resources that reduce administrative burden and improve consistency across the team.
Partner closely with recruiters to identify workflow friction points and implement scalable solutions.
Support vendor management from an operational perspective, including relationships with job boards, survey tools, and recruiting technology providers.