Note: The job is a remote job and is open to candidates in USA. Included Health is a healthcare company delivering integrated virtual care and navigation. The company is seeking a Senior Recruiting Program Manager to own recruiting programs, improve talent acquisition processes, manage contingent-workforce programs, and lead change management for initiatives such as an ATS transition. The role partners across teams to drive adoption, accountability, and measurable outcomes.
Responsibilities
- 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
- 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
- Lead change-management efforts for major recruiting initiatives, including the ATS transition
- Create strategies to get stakeholders involved. Prepare 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
- Create standard operating procedures for our contingent workforce partners, making sure they follow consistent practices
- Create 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 useful ways to balance internal recruiting and external options. This includes vendors, agencies, contractors, and automation
- Serve as a strategic partner to Talent Acquisition leaders and a trusted advisor to recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and vendors
- Facilitate working sessions and decision forums that 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
- Prompt and regular attendance at assigned work location
- Ability to remain seated in a stationary position for prolonged periods
- Ability to work effectively in a fast-paced environment with changing priorities
- Ability to communicate and collaborate effectively using computers and other office-related equipment
- The duties and responsibilities in this job description are neither exclusive nor exhaustive and may be updated based on changing business needs. This job description is not intended to create a contract of employment
Skills
- 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
- Prompt and regular attendance at assigned work location
- Ability to remain seated in a stationary position for prolonged periods
- Ability to work effectively in a fast-paced environment with changing priorities
- Ability to communicate and collaborate effectively using computers and other office-related equipment
- 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
Benefits
- Remote-first culture
- 401(k) savings plan through Fidelity
- Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
- Paid Time Off ("PTO") and Discretionary Time Off ("DTO")
- 12 weeks of 100% Paid Parental leave
- Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
- Work-From-Home reimbursement to support team collaboration home office work
Company Overview