Talent Acquisition Program Manager The Michaels Organization is a national leader in residential real estate offering full-service capabilities in development, property management, construction, and investment. At Michaels, our teammates strive to fulfill our promise of creating communities that lift lives – ones that jumpstart housing, education, civic engagement, and neighborhood prosperity. With this passion at the forefront of our business, Michaels teammates can be proud to be a part of the extraordinary, every day. The Talent Acquisition Program Manager is responsible for the effective administration, coordination, and continuous improvement of Talent Acquisition programs, processes, systems, and initiatives. This role serves as a key operational partner to the Talent Acquisition team, ensuring recruiting processes are efficient, compliant, data-driven, and aligned with the organization's talent strategy. The Talent Acquisition Program Manager will oversee key components of the recruiting lifecycle, including requisition management, onboarding coordination, recruiting compliance, applicant tracking system (ATS) administration, internship and early-career programs, recruitment marketing initiatives, vendor management, teammate referral programs, reporting, and process improvement. The role may also carry a designated requisition load and provide direct recruiting support based on business needs.
Responsibilities: Talent Acquisition Operations & Requisition Management:
- Manage the day-to-day administration of the Talent Acquisition process from requisition creation through candidate selection and onboarding.
- Manage and monitor requisitions within the ATS to ensure positions are accurately posted, appropriately approved, and progressing in a timely manner.
- Partner with hiring managers and Talent Acquisition team members to ensure requisition information, job descriptions, salary ranges, organizational structures, and other position details are accurate.
- Manage a designated requisition load, when needed, including sourcing, candidate screening, interview coordination, offer management, and candidate communication.
- Monitor recruiting activity and identify bottlenecks or delays requiring follow-up.
- Ensure timely movement of candidates through each stage of the recruiting process.
- Track metrics such as time-to-fill, time-to-hire, requisition aging, source of hire, candidate pipeline activity, offer acceptance, referral hires, internship conversion, and other TA metrics.
- Develop, maintain, and distribute Talent Acquisition reports, dashboards, and key performance indicators. Develop recommendations based on data to improve recruiting effectiveness and efficiency.
- ATS Administration & Optimization:
- Serve as a key business administrator and subject matter expert for the organization's Applicant Tracking System.
- Maintain ATS configurations, workflows, templates, recruiting fields, status codes, notifications, and other system components.
- Coordinate and implement ATS system updates, enhancements, and testing while establishing any new Standard Operating Procedures.
- Partner with HR Systems, and vendors to troubleshoot system issues and implement solutions.
- Identify opportunities to leverage technology and automation to improve the candidate and recruiter experience.
- Monitor data integrity and ensure accurate and consistent use of the ATS across the organization.
- Recruiting Compliance:
- Support compliance with applicable federal, state, and local employment and recruiting requirements.
- Ensure recruiting processes and ATS practices support appropriate documentation, recordkeeping, and reporting requirements.
- Monitor recruiting processes for compliance with established policies and procedures.
- Partner with HR, Legal, and other stakeholders on recruiting compliance initiatives, audits, and process changes.
- Maintain appropriate recruiting documentation and assist with responses to compliance and audit requests.
- Stay informed of changes in recruiting-related regulations and recommend process updates as appropriate.
- Onboarding:
- Coordinate and support the transition of candidates from the recruiting process into the onboarding process.
- Partner with Talent Acquisition, hiring managers, and applicable vendors to ensure a seamless candidate-to-teammate experience.
- Monitor onboarding activities and identify issues that may delay start dates or completion of required onboarding activities.
- Identify opportunities to improve the onboarding experience and strengthen the connection between recruiting and onboarding.
- Support the development and maintenance of onboarding processes, communications, and resources.
- Internship & Early Career Programs:
- Manage the administration and program execution of internship and other early-career talent programs.
- Coordinate recruiting timelines, university partnerships, candidate pipelines, interview processes, offers, and onboarding activities.
- Partner with business leaders and Talent Development to establish meaningful internship experiences and development opportunities.
- Track program participation, conversion rates, retention, and other key program metrics.
- Coordinate internship communications, events, engagement activities, and program materials.
- Identify opportunities to strengthen the organization's early-career talent pipeline and employment brand.
- Recruitment Marketing & Employer Brand:
- Support and coordinate recruitment marketing initiatives designed to attract qualified candidates and strengthen the organization's employment brand.
- Partner with internal communications, marketing, and Talent Acquisition stakeholders on recruitment campaigns and talent attraction initiatives.
- Support career site content, job postings, social media campaigns, recruiting communications, career events, and other recruitment marketing activities.
- Monitor the effectiveness of recruitment marketing efforts and recommend improvements based on data and candidate engagement.
- Ensure recruiting content and materials accurately reflect the organization's culture, employment experience, and employer value proposition.
- Teammate Referral Program:
- Manage the organization's teammate referral program, including program administration, communications, tracking, and reporting.
- Ensure referral submissions are accurately documented and routed through the appropriate recruiting processes.
- Monitor referral activity, hires, and program effectiveness.
- Develop communications and engagement strategies to increase awareness and participation in the referral program.
- Partner with Payroll/HR Operations to ensure referral bonuses or applicable payments are processed accurately and timely.
- Vendor Management:
- Manage day-to-day relationships with Talent Acquisition vendors and service providers.
- Coordinate vendor implementation, system access, communications, contracts, renewals, and performance monitoring.
- Monitor vendor performance against agreed-upon service levels and expectations.
- Identify opportunities to consolidate, optimize, or improve vendor relationships and services.
- Partner with Procurement, Finance, Legal, and HR leadership as appropriate regarding vendor agreements and renewals.
- Invoicing & Financial Administration:
- Manage and reconcile Talent Acquisition invoices and expenses while maintaining appropriate records of Talent Acquisition expenses and vendor spend.
- Validate vendor invoices against contracts, services provided, and agreed-upon pricing.
- Partner with Finance and Procurement to resolve discrepancies and ensure timely payment.
- Support budget tracking and forecasting for Talent Acquisition programs and services.
Qualifications
Required Experience:
4+ years of experience in Talent Acquisition, HR, recruiting operations, HR systems, program management, or a related field.
Required Education/Training:
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.
Required Skills and Abilities:
Experience working with an Applicant Tracking System and managing recruiting data and processes.
Strong project and program management skills with the ability to manage multiple priorities and deadlines.
Strong analytical and reporting skills with the ability to translate data into actionable insights.
Strong attention to detail and commitment to data accuracy and compliance.
Demonstrated ability to work collaboratively with recruiters, hiring managers, HR partners, vendors, and senior leaders.
Strong written and verbal communication skills.
Proficiency with Microsoft Office, particularly Excel, PowerPoint, and Outlook.
Experience managing internship, early-career, referral, or recruitment marketing programs preferred.
Experience with recruiting compliance and employment-related regulations preferred.
Experience managing third-party vendors and contracts preferred.
Experience with HR analytics, dashboards, or business intelligence tools preferred.
Experience managing requisitions and conducting full-cycle recruiting preferred.
Experience in a multi-site or multi-business-unit organization preferred.
Working Conditions:
Office setting Must possess a commitment to work varied hours to accomplish tasks
