Manager, Talent Programs & Initiatives

Company Description

Position location: Santa Monica, CA 

The Manager, Talent Programs & Initiatives will report to the Sr. Manager, Emerging & Pipeline Programs within Talent Acquisition (TA). This role is responsible for translating the team’s strategy and priorities into well-executed projects, programs, recruitment activations, and external partnership initiatives that support emerging talent, broader talent pipelines, recruitment marketing, and employer brand priorities. Through strong project leadership, stakeholder enablement, and data-informed recommendations, this role helps build scalable talent solutions that support the broader TA team and address current and future business needs.

Job Description

Talent Pipeline Programs & Initiatives  

• Translate established business priorities and talent needs into actionable project plans, recruitment activations, partnerships, and program solutions.
• Lead the execution of talent pipeline initiatives focused on priority communities (e.g.,  veterans , alumni, etc.) and custom Red Bull programs designed to address current and future business needs.
• Facilitate project meetings, establish clear ownership and milestones, and drive alignment, follow-through, and accountability across stakeholders.
• Proactively manage risks, dependencies, competing priorities, and roadblocks, recommending solutions and escalation paths that support timely delivery.

Stakeholder Enablement & Management

• Partner with TA leaders and other stakeholders to understand talent needs, build alignment, and implement pipeline, program, and partnership priorities.
• Develop rollout and adoption plans that support the successful introduction of new programs, processes, tools, partnerships, and ways of working.
• Create presentations, training materials, toolkits, FAQs, and other resources that clarify changes, expectations, and available talent solutions.
• Facilitate briefings, training, working sessions, and other forums that build stakeholder readiness and accountability.
• Gather feedback, monitor adoption, and provide insights and recommendations that strengthen implementation and inform future direction.

Deliver Talent Program Events & Experiences

• Own the planning and delivery of recruiting events and other key experiences for current and future talent programs.
• Oversee event plans, budgets, timelines, communications, participant logistics, staffing requirements, vendor relationships, and contingency planning.
• Partner with internal teams and external vendors to ensure contracts, purchasing, travel, and operational requirements are effectively managed.
• Ensure events provide a premium, inclusive, and consistent experience for candidates, interviewers, hiring managers, and stakeholders.
• Evaluate event outcomes and feedback and implement improvements that strengthen future program cycles.

Emerging Programs Delivery

• Provide targeted recruiting and operational support during critical Emerging Program hiring cycles, including candidate communications, interview preparation, stakeholder coordination, and selection-process execution.
• Support final-selection events and other key program experiences by coordinating hotel room blocks, group dining, transportation, venue arrangements, participant communications, and related logistics in partnership with the Manager, Emerging & Pipeline.
• Equip interviewers and hiring managers with structured tools, resources, and guidance that support informed, consistent, and equitable selection decisions.
• Provide additional project and operational support during peak program periods and as Emerging & Pipeline priorities evolve.

Measurement, Insights & Continuous Improvement

• Define success measures and evaluate project, pipeline, partnership, program, event, adoption, and candidate-experience outcomes.
• Analyze quantitative and qualitative information to identify trends, gaps, barriers, and opportunities to improve effectiveness and business impact.
• Provide recurring updates and strategic recommendations to leaders and stakeholders based on business needs, talent insights, market information, and project results.
• Lead after-action reviews and translate findings into decisions, recommendations, and measurable improvement plans.
• Develop scalable playbooks, templates, process documentation, and technology-enabled solutions that improve consistency and efficiency.

Qualifications

• 6–8 years of relevant professional experience in project management, program management, talent acquisition, recruitment marketing, employer brand, event management, HR/Talent programs, or an e