Senior Recruiting Program Manager

Included Health is looking for a Senior Recruiting Program Manager to lead a portfolio of recruiting programs and operational improvements. This role will focus on several key areas including internal mobility, talent brand, and process improvement. They will also manage the contingent workforce programs. Furthermore, the role will support change management for major recruiting initiatives, including the ATS transition.

This is a strategic program-owner role for someone who can bring structure to ambiguous problems, connect business goals to execution, and drive measurable outcomes across multiple teams. The successful candidate will be a trusted advisor to Talent Acquisition management and other partners. They will influence others without direct authority, help shift programs from planning to adoption, and will ensure continuous improvement.

Recruiting Program Portfolio

• Own recruiting programs from planning through execution, measurement, and iteration.
• Build clear program plans, milestones, stakeholder maps, risks, decisions, communications, and success measures.
• Lead the operational development of an internal mobility program.
• Support talent-brand programs that strengthen Included Health’s employer brand proposition, diversify sources of hire, and improve the candidate experience.
• Use data and stakeholder feedback to assess progress, identify risks, and recommend action.

Process Improvement

• Identify friction across the recruiting lifecycle and design simpler, more consistent ways of working.
• Improve processes through standardization, documentation, automation opportunities, and clear ownership.
• Incorporate AI and technology into recruiting processes to automate manual work, improve efficiency, and scale operations.
• Use data and feedback to evaluate whether process changes are improving efficiency, quality, and experience.
• Build repeatable playbooks and operating practices that can scale across Talent Acquisition.

Change Management and Adoption

• Lead change-management efforts for major recruiting initiatives, including the ATS transition.
• Create strategies to get stakeholders involved. Prepare communications, training materials, enablement materials, and plans for adoption.
• Partner with the technical systems owner to ensure recruiting teams are prepared for process and system changes.
• Build feedback loops, identify resistance or readiness risks, and adjust the change approach as needed.
• Measure adoption and reinforce new ways of working after launch.

Employer of Record and Contingent-Workforce Management

• Create standard operating procedures for our contingent workforce partners, making sure they follow consistent practices.
• Create clear expectations for contingent worker onboarding, performance, reporting, issue resolution, escalation, and offboarding.
• Use data to evaluate partner performance, utilization, cost, quality, and responsiveness.
• Partner with Talent Acquisition, HR, Finance, Legal, and business leaders to improve governance and decision-making.
• Suggest useful ways to balance internal recruiting and external options. This includes vendors, agencies, contractors, and automation.

Cross-Functional Management

• Serve as a strategic partner to Talent Acquisition leaders and a trusted advisor to recruiters, hiring managers, HR Operations, HR Systems, IT, Finance, Legal, Marketing, and vendors.
• Facilitate working sessions and decision forums that progress complex work forward.
• Influence without formal authority and create accountability across teams with different priorities.
• Communicate clearly with executive, technical, operational, and frontline audiences.
• Build alignment, surface risks early, and keep stakeholders focused on measurable outcomes.

• 7+ years of experience in recruiting operations, talent programs or a related field.
• Demonstrated experience owning complex, cross-functional programs from strategy through execution, adoption, and measurement.
• Experience leading change-management efforts for a major process, program, or technology transition.
• Deep knowledge of recruiting processes, stakeholder needs, and the candidate, manager, and recruiter experience.
• Demonstrated ability to operate in ambiguity, define direction, and make progress with incomplete information.
• Proficient data fluency, including the ability to interpret metrics, identify trends, evaluate tradeoffs, and make evidence-based recommendations.
• Experience managing recruiting vendors, agencies, contingent-workforce programs, or similar external partners.
• Strong project and program-management skills, including planning, governance, risk management, prioritization, and executive communication.
• Ability to influence and create accountability across teams without direct authority.
• Exemplary written and verbal communication skills.
• Strong judgment, organization, follow-through, and comfort balancing strategic priorities with operational detail.

• Experience building or scaling internal mobility, employer-brand, talent-brand, early-career, or other talent programs.
• Experience designing agency governance, vendor scorecards, contingent-workforce operating models, or workforce planning processes.
• Experience supporting an ATS or other major recruiting-technology change
• initiative
• from the people, process, training, or adoption side.
• Experience working in a high-growth, distributed, or matrixed organization.
• Experience serving as a trusted advisor to senior Talent Acquisition or business leaders.

• Recruiting programs have clear goals, ownership, milestones, stakeholder alignment, and measurable outcomes.
• The ATS transition is supported by effective communications, readiness planning, stakeholder collaboration, and sustained adoption.
• Programs for internal mobility, talent branding, agencies, and contingent workforces use functional and repeatable processes. These processes are made to work smoothly.
• Process friction is reduced through clearer ownership, standardization, and continuous improvement.
• Decisions and recommendations are grounded in relevant data, business context, and stakeholder insight.
• Cross-functional partners understand their roles, make decisions proficiently, and are accountable for agreed outcomes.
• Talent Acquisition is increasingly seen as a strategic partner and trusted advisor.

• Prompt and regular attendance at assigned work location.
• Ability to remain seated in a stationary position for prolonged periods.
• Ability to work effectively in a fast-paced environment with changing priorities.
• Ability to communicate and collaborate effectively using computers and other office-related equipment.
• The duties and responsibilities in this job description are neither exclusive nor exhaustive and may be updated based on changing business needs. This job description is not intended to create a contract of employment.

The base salary range for this full-time position is $127,660 – $168,000 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C).

For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), and Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA). At this time, we are not budgeting for hires in higher-cost Zone D markets (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA) for this role. Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent.

• Remote-first culture
• 401(k) savings plan through Fidelity
• Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
• Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
• 12 weeks of 100% Paid Parental leave
• Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
• Work-From-Home reimbursement to support team collaboration home office work