SENIOR MANAGER, TALENT ACQUISITION

** Applications will be received until June 12, 2025. If the position is not filled by then, we may consider applications submitted after the deadline. Interested applicants must apply online by visiting the Denver Public Schools job board at careers.dpsk12.org. **   About this job:   The Senior Manager, Talent Acquisition is focused on operations and is responsible for all pre-boarding and Onboarding across the district, including System Administration and Management of the Applicant Tracking System.  This is a results-driven leadership role focused on optimizing and streamlining the pre boarding and onboarding processes to ensure an efficient and positive experience for new hires and internal promotions and transfers. This individual will be responsible for overseeing the entire journey of new employees and internal career changes from offer acceptance through to their successful integration into the district. By leveraging best practices and innovative solutions, the Senior Manager will lead efforts to enhance operational efficiency, reduce time-to-productivity, and maintain an exceptional candidate and employee experience.   What DPS Offers You:

• A Culture that values Equity, Accountability, Integrity, Collaboration and Fun with a shared vision that Every Learner Thrives.
• Salary Range $92,635-107,426. Click here for more information on compensation for these roles. 
• In addition to competitive compensation, DPS has other Total Reward offerings such as; time off, health and wellness benefits, and PERA Retirement. 

What You'll Do:

• Optimize Pre Boarding Process: Lead the pre-boarding phase, ensuring seamless processes from offer acceptance to Day 1. Focus on reducing any friction points for candidates while ensuring all necessary documentation and compliance steps are completed ahead of time.
• Efficient Communication: Ensure timely and clear communication with new hires regarding their pre boarding tasks (e.g., document submission, setting up accounts, equipment delivery).
• Technology Integration: Leverage technology and HR systems to automate and streamline pre boarding tasks, ensuring new hires have a smooth start.
• Collaboration with HR & Recruiting: Partner closely with the recruiting, HR Data, Compliance and HR Partner teams to ensure all candidate-related information is accurate and transferred efficiently, providing a smooth transition to onboarding.
• Continuous Improvement: Analyze and assess the pre boarding to onboarding process regularly, gathering feedback from new hires, managers, and other stakeholders to identify bottlenecks and areas for improvement.
• Cross-Department Collaboration: Work closely with HR, IT, and Hiring Managers to ensure new hires have the necessary tools, training, and resources in place on Day 1, ensuring no delays or inefficiencies.
• Compliance & Documentation: Ensure that all necessary compliance documents (e.g., tax forms, contracts, confidentiality agreements) are completed accurately and on time.
• Performance Metrics: Establish and monitor key performance indicators (KPIs) for preboarding and onboarding processes to measure success, efficiency, and new hire satisfaction.
• Analytics and Reporting: Use data to identify trends, bottlenecks, and areas for optimization, presenting actionable insights to senior leadership and HR teams.
• Time-to-Fill: Focus on reducing time-to-fill by ensuring that new hires have all the necessary information, training, and support to ramp up quickly.
• Team Leadership: Lead and mentor a team responsible for the pre boarding and onboarding experience. Ensure they are aligned with company goals and KPIs.
• Process Innovation: Stay current with industry trends and innovations, continuously introducing best practices and tools to streamline processes and enhance the new hire experience.
• Stakeholder Engagement: Act as a key point of contact for executives, HR, and department heads, ensuring they are informed and aligned with onboarding strategies and goals.
• System Administration: Oversee the daily operations of the ATS, ensuring its smooth functioning, reliability, and integration with other HR systems (e.g., HRIS, Payroll, etc.).
• User Management: Manage user permissions, access, and security settings to ensure appropriate levels of access across the organization.
• System Optimization: Regularly assess the performa