Senior Manager, Talent Acquisition Operations (Boston, MA)

Job Description

Vertex is seeking a strategic and systems-oriented Global Talent Acquisition Operations & Enablement Senior Manager to lead recruiting operations excellence across the enterprise. This role will drive operational excellence in recruitment by enhancing candidate experience, reducing time-to-hire and recruiting costs, and ensuring compliance with legal and ethical standards.  Reporting to the Senior Director, Global Talent Intelligence, TA Programs and Operations, this individual will lead and scale core operational processes, systems and vendor management, HR compliance, and operational reporting and analytics. They will ensure the recruiting infrastructure is high-performing, tech-enabled, and scalable. With a strong focus on AI and automation, this leader will integrate predictive intelligence into the recruiting engine to boost recruiter productivity, support global hiring goals, and power workforce planning. This role is critical to ensuring Vertex’s talent operations are not just future-ready, but future-defining.

Key Responsibilities

 Recruiting Operations Leadership

• Own the end-to-end recruiting operations lifecycle: requisition intake, sourcing workflows, interview execution, offer management, compliance, and onboarding handoffs.
• Implement operational frameworks to scale recruiting delivery across biotech-specific hiring needs (e.g., clinical development, biomanufacturing, regulatory affairs).
• Develop and enforce service-level agreements (SLAs) to ensure efficient, consistent, and accountable delivery across all business units.
• Create and develop a robust recruiter end to end onboarding and training program for FTEs and Contract recruiters
• Manage vendor partnership contracts from technology providers (Linkedin, Seekout, Draup,  Indeed,etc) and recruitment process outsourcing partners (RPO) with Strategy Sourcing

 AI-Enabled Process Design

• Lead the integration of AI and automation tools across the recruiting lifecycle, including:
  • AI-based resume screening and candidate matching.
  • Predictive analytics for time-to-fill, attrition risk, and offer acceptance.
  • Conversational AI for candidate scheduling and pre-screening.
  • Data insights from candidate feedback and interviews.

• Partner with TA leadership and HR Ops to identify friction points in the candidate journey and build scalable, tech-enabled solutions.
• Stay ahead of industry advancements in recruiting AI and translate innovations into practical deployments that reduce recruiter load and increase quality of hire.

Data, Analytics & Forecasting

• Build and maintain operational dashboards tracking real-time recruiting KPIs (e.g., pipeline velocity, source effectiveness, recruiter capacity).
• Partner with People Analytics and Finance to:
  • Model future headcount demands and hiring funnel needs.
  • Apply AI-based forecasting to anticipate bottlenecks and recommend course corrections.
• Audit and refine data models to ensure accuracy, compliance, and actionability.

 Tech Stack & Systems Governance

• Oversee governance and optimization of recruiting platforms (e.g., Greenhouse, Workday, LinkedIn Talent Insights).
• Manage system integrations between ATS, CRM, onboarding, and DEI reporting tools.
• Evaluate and implement next-gen solutions including AI sourcing platforms (e.g., HireEZ, SeekOut), talent intelligence engines, and compliance automation.

 Stakeholder Engagement

• Partner with Talent Leadership, HRBPs, and business leaders to translate operational data into insights that influence hiring strategy.
• Serve as the go-to resource for recruiting efficiency, process design, and tooling decisions.
• Lead regular QBRs and retrospectives to ensure talent operations align with business growth and biotech-specific regulatory standards.

 Experience & Enablement

• Enhance candidate and hiring manager experiences through journey mapping, AI-driven sentiment analysis, and continuous feedback loops.
• Design and deliver enablement for recruiters and coordinators focused on tools, diversity best practices, structured interviewing, and AI-enhanced workflows.

Qualifications

• Bachelor's degree in Human Resources or the equivalent.
• Typically requires 6 years of experience or an equivalent combination of education and experience.
• 5+ years of experience in recruiting operations, HR systems or people analytics; biotech, life sciences, or regulated industry experience preferred.
• Deep expertise in operationalizing ATS (Workday Recruiting), CRM (Beamery), and workflow automation to