TA Operations & Employer Branding Specialist

Cast & Crew•Burbank, CA

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. The role ensures Talent Acquisition runs efficiently and consistently, while supporting a strong candidate experience at every stage of hiring. It is suited to an experienced Talent Acquisition operations professional with strong operational instincts, systems aptitude, and a drive to execute, maintain, audit, and continuously improve the processes, tools, and workflows behind TA infrastructure. The specialist owns and optimizes ATS workflows and TA reporting, supports scalable recruiting processes and recruiter enablement, and partners across HRIS, IT, Marketing, and recruiting. The role also supports employer branding initiatives, maintains candidate-facing content and external employer platforms, and uses candidate feedback and campaign content to improve the attraction and experience of talent.

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 is preferred.
Strong process orientation and ability to identify inefficiencies and design scalable, repeatable solutions.
Experience managing and auditing employer brand content; advancing employer branding initiatives; 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 partnership skills and ability to influence without authority across HR, Marketing, IT, and recruiting teams.
High attention to detail and strong commitment to data integrity and accuracy.
Strong verbal and written communication skills.
Demonstrated experience leveraging AI tools within Talent Acquisition, including ability to discuss 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.
Own Talent Acquisition reporting and analytics, including dashboards tracking time-to-fill, pipeline health, source effectiveness, and diversity metrics.
Build, document, and scale TA processes and playbooks so 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 TA systems and support audit readiness and compliance with data governance and recordkeeping standards.
Support employer branding initiatives in partnership with TA leadership and Marketing, ensuring alignment with the company’s employer brand.
Manage, audit, and refresh candidate-facing content, including job advertisements, career site copy and content, and recruiting collateral; recommend improvements to clarity, consistency, and employer brand impact.
Monitor, audit, and maintain the company’s employer presence on LinkedIn, Glassdoor, Indeed, and Built In; ensure content is current, compelling, and on brand, and identify opportunities for improvement.
Partner with TA leadership to design and manage candidate experience feedback tools, such as post-interview surveys, and translate insights into 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 to reduce administrative burden and improve consistency.
Partner with recruiters to identify workflow friction points and implement scalable solutions.
Support operational vendor management, including relationships with job boards, survey tools, and recruiting technology providers.