Talent Acquisition Operations Lead

Reynolds Consumer Products•Lake Forest, IL

2d•$90,000 - $105,000•Onsite

About The Position

Join Reynolds Consumer Products…and Drive Your Career across a world of opportunities! We provide amazing job opportunities for growth with competitive salaries and benefits in an exciting, dynamic, fast-paced, and high-performance organization. Are looking to build a strong career? Then we have an opportunity for you! We are searching for a Talent Acquisition Operations Lead to join our team located at our corporate headquarters in Lake Forest, IL. The Talent Acquisition Operations Lead is responsible for architecting, optimizing, and continuously improving the recruiting operating model across the organization. This role exists to deeply understand recruiter pain points, identify operational friction, and translate those insights into better technology, workflows, and reporting that enable recruiters and the business to operate with greater speed, clarity, and impact. While this role is not charged with managing the TA team and doesn’t have people management responsibilities, it is also not just an ATS administrator focused solely on system maintenance. Instead, this position serves as the strategic owner of recruiting operations—it operationalizes how recruiting work gets done, how systems support that work, and how data is used to identify trends, solve problems, and drive continuous improvement. It works lock-step with the Director of Talent Acquisition to support the team and enterprise. Talent Acquisition Operations Leads operate as a closely aligned partnership and collaborative partner to other HR areas, collectively responsible for ensuring that recruiting operations work holistically across all hiring populations. While each Lead may have primary accountability for specific hiring segments, they collaborate intentionally to ensure enterprise-wide consistency, compliance, scalability, and continuous improvement—avoiding silos and designing solutions that consider the full recruiting ecosystem. You will have the opportunity to Make Great Things Happen!

Requirements

Bachelor’s degree or equivalent experience
5+ years of experience in Talent Acquisition or Recruiting Operations within a corporate or enterprise environment.
Demonstrated experience designing, optimizing, or owning recruiting processes, systems, or operating models with a strong automation mindset.
Proven ability to translate recruiter and stakeholder pain points into scalable operational or technology solutions.
Strong working knowledge of an enterprise ATS (iCIMS or similar); experience with workflow configuration and optimization strongly preferred.
Solid understanding of compliance requirements related to hiring, applicant flow, and documentation standards.
Advanced proficiency in recruiting analytics, reporting, and insight generation (Excel, Power BI, Crunchr, or similar tools).
Ability to operate as an internal consultant—listening, diagnosing, influencing, and designing solutions without direct authority.
Excellent communication and stakeholder management skills. Strategic, analytical mindset with a passion for operational excellence and continuous improvement.
High attention to detail paired with a practical, user-centered approach to process and system design.
Empathetic, credible, and collaborative—able to build trust with recruiters, peers, and leaders.

Nice To Haves

MBA or other advanced degree a plus
Experience with consumption data models that support volume forecasts and price elasticities are a plus.

Responsibilities

Serve as the gatekeeper to ensure systems, workflows, and practices are operationalized to support recruiter effectiveness and business needs across all hiring populations.
Act as the voice of the recruiter by establishing structured mechanisms to understand recruiter pain points, inefficiencies, and barriers across the recruiting lifecycle.
Diagnose root causes of recruiting challenges—process, system, data, or stakeholder-related—and recommend scalable solutions.
Serve as a senior operational escalation point for recruiting process, system, and workflow issues, resolving friction quickly and sustainably.
Partner with Talent Acquisition leadership, HR Business Partners, and business leaders to align recruiting operations with workforce planning priorities.
Monitor requisition flow, funnel performance, and recruiter capacity to proactively identify operational risks and opportunities.
Reinforce disciplined, compliant recruiting practices while minimizing unnecessary administrative burden.
Serve as a strategic owner of the applicant tracking system and TA technology ecosystem, designing and optimizing workflows that reflect how recruiters actually work while meeting compliance requirements.
Translate recruiter feedback and business needs into system configuration, automation, and integration enhancements.
Own governance of recruiting systems to ensure usability, data integrity, consistency, and scalability across hiring segments.
Continuously evaluate system usage patterns to identify opportunities to reduce rework, manual steps, and operational friction.
Partner with vendors and internal teams to pilot, implement, and optimize sourcing, candidate engagement, and recruiting tools.
Drive adoption and effective use of TA tools through thoughtful design, enablement, and ongoing optimization.
Design and deliver dashboards and reporting that surface trends, bottlenecks, and systemic issues across the recruiting lifecycle.
Use data to identify where recruiting processes break down and where improvements are needed across hiring populations.
Maintain recruiter scorecards as tools for insight, capacity planning, and continuous improvement—not simply performance tracking.
Translate recruiting data into clear, actionable insights that inform workforce planning, sourcing strategy, and operational prioritization.
Leverage labor market and talent pool insights to strengthen hiring outcomes and decision-making.
Ensure audit-ready reporting while keeping documentation and data entry as streamlined and intuitive as possible.
Continuously assess how recruiting processes function in real-world execution, identifying gaps between intended design and daily practice.
Partner closely with other Talent Acquisition Operations Leads to standardize compliant recruiting workflows, tools, and documentation across hiring segments.
Design enterprise solutions that balance the unique needs of different hiring populations with the need for consistency, scalability, and compliance.
Lead pilots and implementation of process improvements, technology enhancements, and operating model changes.
Measure the impact of improvements through recruiter feedback, productivity metrics, cycle-time reduction, and data quality.
Champion a continuous improvement mindset, reinforcing that recruiting operations evolve alongside business needs.