Senior Recruiting Program Manager

Included Health is seeking a Senior Recruiting Program Manager to lead a portfolio of recruiting programs and operational improvements. This role focuses on internal mobility, talent brand, and process improvement, while also managing contingent workforce programs. The role supports change management for major recruiting initiatives, including the ATS transition.

The role is a strategic program-owner position for someone who can bring structure to ambiguous problems, connect business goals to execution, and drive measurable outcomes across multiple teams. The successful candidate will act as a trusted advisor to Talent Acquisition management and other partners, influencing others without direct authority, shifting programs from planning to adoption, and ensuring continuous improvement.

Recruiting Program Portfolio

• Own recruiting programs from planning through execution, measurement, and iteration.
• Build clear program plans, milestones, stakeholder maps, risks, decisions, communications, and success measures.
• Lead the operational development of an internal mobility program.
• Support talent-brand programs that strengthen Included Health’s employer brand proposition, diversify sources of hire, and improve the candidate experience.
• Use data and stakeholder feedback to assess progress, identify risks, and recommend action.

Process Improvement

• Identify friction across the recruiting lifecycle and design simpler, more consistent ways of working.
• Improve processes through standardization, documentation, automation opportunities, and clear ownership.
• Incorporate AI and technology into recruiting processes to automate manual work, improve efficiency, and scale operations.
• Use data and feedback to evaluate whether process changes are improving efficiency, quality, and experience.
• Build repeatable playbooks and operating practices that can scale across Talent Acquisition.

Change Management and Adoption

• Lead change-management efforts for major recruiting initiatives, including the ATS transition.
• Create strategies to get stakeholders involved, preparing communications, training materials, enablement materials, and plans for adoption.
• Partner with the technical systems owner to ensure recruiting teams are prepared for process and system changes.
• Build feedback loops, identify resistance or readiness risks, and adjust the change approach as needed.
• Measure adoption and reinforce new ways of working after launch.

Employer of Record and Contingent-Workforce Management

• Create standard operating procedures for contingent workforce partners, ensuring consistent practices.
• Define clear expectations for contingent worker onboarding, performance, reporting, issue resolution, escalation, and offboarding.
• Use data to evaluate partner performance, utilization, cost, quality, and responsiveness.
• Partner with Talent Acquisition, HR, Finance, Legal, and business leaders to improve governance and decision-making.
• Suggest ways to balance internal recruiting and external options, including vendors, agencies, contractors, and automation.

Cross-Functional Management

• Serve as a strategic partner to Talent Acquisition leaders and trusted advisor to recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and vendors.
• Facilitate working sessions and decision forums to progress complex work forward.
• Influence without formal authority and create accountability across teams with different priorities.
• Communicate clearly with executive, technical, operational, and frontline audiences.
• Build alignment, surface risks early, and keep stakeholders focused on measurable outcomes.

• 7+ years of experience in recruiting operations, talent programs, or a related field.
• Demonstrated experience owning complex, cross-functional programs from strategy through execution, adoption, and measurement.
• Experience leading change-management efforts for a major process, program, or technology transition.
• Deep knowledge of recruiting processes, stakeholder needs, and the candidate, manager, and recruiter experience.
• Demonstrated ability to operate in ambiguity, define direction, and make progress with incomplete information.
• Proficient data fluency, including the ability to interpret metrics, identify trends, evaluate tradeoffs, and make evidence-based recommendations.
• Experience managing recruiting vendors, agencies, contingent-workforce programs, or similar external partners.
• Strong project and program-management skills, including planning, governance, risk management, prioritization, and executive communication.
• Ability to influence and create accountability across teams without direct authority.
• Exemplary written and verbal communication skills.
• Strong judgment, organization, follow-through, and comfort balancing strategic priorities with operational detail.

• Experience building or scaling internal mobility, employer-brand, talent-brand, early-career, or other talent programs.
• Experience designing agency governance, vendor scorecards, contingent-workforce operating models, or workforce planning processes.
• Experience supporting an ATS or other major recruiting-technology change initiative from the people, process, training, or adoption side.
• Experience working in a high-growth, distributed, or matrixed organization.
• Experience serving as a trusted advisor to senior Talent Acquisition or business leaders.

• Recruiting programs have clear goals, ownership, milestones, stakeholder alignment, and measurable outcomes.
• The ATS transition is supported by effective communications, readiness planning, stakeholder collaboration, and sustained adoption.
• Programs for internal mobility, talent branding, agencies, and contingent workforces use functional and repeatable processes that work smoothly.
• Process friction is reduced through clearer ownership, standardization, and continuous improvement.
• Decisions and recommendations are grounded in relevant data, business context, and stakeholder insight.
• Cross-functional partners understand their roles, make decisions proficiently, and are accountable for agreed outcomes.
• Talent Acquisition is increasingly seen as a strategic partner and trusted advisor.