Senior Program Manager – Talent Acquisition Programs

Shield AI

. Lead the planning, coordination, execution, and launch of complex Talent Acquisition programs and cross-functional People Experience initiatives .

Posted 9/22/2026full-timeUnited StatesSenior💰 $170,000 - $245,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in leading complex Talent Acquisition programs and cross-functional initiatives, with a strong focus on program management, process improvement, and stakeholder engagement. Proficient in utilizing data-driven insights to optimize recruiting processes and enhance candidate and hiring manager experiences.

Highest-signal resume keywords

Program ManagementChange ManagementTalent Acquisition LifecycleProcess ImprovementStakeholder Engagement

ATS Keywords

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Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Program PlanningRisk ManagementProcess RedesignData AnalysisPerformance Measurement

Soft Skills

CommunicationFacilitationAnalytical SkillsStakeholder Management

Tools & Technologies

ATSHRISProcess-Mapping ToolsData-Visualization Solutions

Certifications & Qualifications

PMPProsciLeanSix SigmaAgile

Industry Keywords

Talent AcquisitionPeople OperationsRecruiting TransformationHigh-Volume RecruitingOperational Effectiveness

Tech Stack

Tools & technologies

PMP

About the role

Key responsibilities & impact

Lead the planning, coordination, execution, and launch of complex Talent Acquisition programs and cross-functional People Experience initiatives
Define program scope, objectives, milestones, timelines, risks, dependencies, resources, and success measures
Translate strategic hiring priorities into roadmaps, workstreams, implementation plans, and sustainable operating models
Maintain integrated program plans and operating rhythms; manage risks, issues, dependencies, and decisions
Drive alignment and accountability across recruiters, coordinators, sourcers, hiring managers, interviewers, systems teams, and other partners
Ensure programs transition from implementation to sustainable business-as-usual operations with clear ownership, documentation, and performance measures
Assess and optimize end-to-end recruiting processes, including demand intake, requisition launch, sourcing, screening, interviewing, selection, offer management, preboarding, and recruiting operations
Design future-state workflows to improve speed, quality, consistency, compliance, candidate experience, hiring-manager experience, and operational effectiveness
Identify process gaps, bottlenecks, redundancies, manual work, inconsistent practices, and unclear ownership; develop scalable solutions
Clarify roles, decision rights, handoffs, service expectations, escalation paths, and operating mechanisms
Develop standardized playbooks, SOPs, templates, toolkits, and governance practices
Partner with PX Systems to improve ATS workflows, reporting, integrations, automation, and recruiting technology use
Develop and execute change-management strategies, communications, engagement, training, enablement, and reinforcement plans
Track adoption, stakeholder readiness, and effectiveness; adjust implementation plans accordingly
Build relationships across Talent Acquisition, PX, Finance, Legal, IT, business leadership, and hiring teams
Facilitate stakeholder alignment, decision-making, process design, issue resolution, and working sessions
Coordinate cross-functional efforts and escalate risks, tradeoffs, and decisions with clear recommendations
Deliver executive-ready communications on program status, recruiting process performance, risks, outcomes, and recommendations
Establish governance models, operating rhythms, and reporting mechanisms
Maintain project plans, process maps, action plans, decision logs, risk registers, and operating documentation
Use quantitative and qualitative data to identify opportunities, inform recommendations, measure outcomes, and support continuous improvement

Requirements

What you’ll need

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Engineering, Operations, or a related field, or equivalent practical experience
8+ years of experience leading complex programs, process improvements, transformations, or organizational change within Talent Acquisition, HR, People Operations, Operations, or a related environment
Demonstrated success managing cross-functional initiatives with multiple stakeholders and workstreams in a high-growth or similarly dynamic organization
Strong program and project management skills, including planning, governance, risk and dependency management, execution, and performance measurement
Experience supporting Talent Acquisition programs and understanding of the end-to-end recruiting lifecycle
Experience assessing and redesigning end-to-end processes, identifying root causes, clarifying roles and handoffs, and implementing scalable solutions, frameworks, playbooks, or SOPs
Hands-on change management experience, including stakeholder analysis, communications, training, enablement, adoption, and reinforcement
Ability to use recruiting, operational, survey, adoption, and other quantitative and qualitative data to guide decisions and measure impact
Excellent communication, facilitation, analytical, and stakeholder-management skills
Preferred: experience leading high-impact TA initiatives such as recruiting transformation, process redesign, interviewer enablement, candidate experience, workforce planning, recruiting analytics, or technology implementations
Preferred: experience supporting high-volume recruiting, recruiting operations, HR shared services, or scaled People functions in technology, aerospace, defense, or another complex or rapidly growing environment
Preferred: experience implementing or optimizing ATS, HRIS, recruiting platforms, automation, integrations, process-mapping tools, or data-visualization solutions
Preferred: formal training or certification in program, change, or process improvement methodologies such as PMP, Prosci, Lean, Six Sigma, or Agile

Benefits

Comp & perks

Bonus
Benefits
Equity
Temporary benefits package applicable after 60 days of employment for temporary employees
Full-time regular employees are eligible for benefits
Background and possible reference checks are included as offer contingencies