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Manager of Talent Acquisition & Recruitment Operations
Pennsylvania Western UniversityAny Campus, United Statesfull_timeVerifiedPosted 24 Jun 2026
About the role
Position Information
Posting Number
S377P
Posting Summary
The Manager of Talent Acquisition & Recruitment Operations provides institution-wide leadership and operational ownership of all recruitment and selection activities for the university across three campus locations.
Job Title
Manager of Talent Acquisition & Recruitment Operations
Type of Employment
Full Time
Bargaining Unit
Management
FLSA
Exempt
Salary Range
Position Classification
Manager 180
Department
California Human Resources
Benefits
Non-Represented Summary of Benefits: https://www.passhe.edu/hr/benefits/healthcare/benefits-summary.html
Posting Text
Job Summary / Basic Function
The Manager of Talent Acquisition & Recruitment Operations provides institution-wide leadership and operational ownership of all recruitment and selection activities for the university across three campus locations. This position has full responsibility for faculty, staff, management, coaches and temporary recruitment and functions as the functional owner and system administrator of the university’s applicant tracking system (ATS). The role partners closely with Human Resources leadership, academic and administrative units, and Marketing and Communications to deliver efficient, compliant, and inclusive recruitment processes that support institutional strategy.
ESSENTIAL DUTIES:
Comprehensive Recruitment Leadership (35%)
- Serve as the university’s central authority and subject-matter expert for all recruitment and hiring activities.
- Lead and oversee full-cycle recruitment for faculty, staff, administrators, and temporary positions from requisition approval through offer and onboarding.
- Advise hiring managers, department leadership, and academic administrators on recruitment strategy, position design, search timelines, and hiring best practices.
- Identify recruitment challenges and bottlenecks; design and implement process improvements to enhance efficiency, consistency, and candidate experience.
- Ensure recruitment practices align with institutional staffing goals and diversity, equity, and inclusion priorities.
- Review and formally approve search committee recommendations to ensure compliance with recruitment policies, employment regulations, and institutional standards prior to advancing hiring decisions.
- Coordinate pre-employment certification requirements and create and issue official offer letters and employment communications, and serve as the primary point of contact with prospective candidates following approved search committee recommendations, in accordance with institutional policy.
Applicant Tracking System (ATS) Ownership & Optimization (30%)
- Maintain full functional ownership of the applicant tracking system (e.g., PeopleAdmin), mastering system capabilities and serving as the primary institutional administrator.
- Design, implement, and maintain end-to-end recruitment workflows within the ATS, including approvals, committee actions, and hiring milestones. Serve as the institutional authority for recruitment workflow design and approval, updating workflows as policies and organizational needs evolve.
- Recommend, configure, and implement system enhancements and process improvements.
- Collaborate directly with ATS technical resources and vendors to troubleshoot issues, deploy updates, and optimize system performance.
- Generate, analyze, and report recruitment metrics, applicant flow data, time-to-fill trends, and EEO reports.
- Maintain data integrity and ensure audit-ready documentation throughout the recruitment lifecycle, including electronic storage of recruitment process documents.
Search Committee Education & Tools Development (15%)
- Develop, maintain, and publish a comprehensive Recruitment and Search Guide that outlines policies, procedures, timelines, and best practices.
- Educate and train search committee members and chairs on recruitment processes, system navigation, compliance requirements, and equitable hiring practices.
- Recommend and develop search committee member formalized training for continuous improvement needs, working with existing training programs available.
- Build standardized tools and resources to simplify and support committee work, including screening ru
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