CRM Talent Program Manager

The Recruiting Team's goal is to attract, retain and develop talent to do their best work. You will be responsible for supporting the hiring strategy through various programs and projects.

The ideal CRM Talent Program Manager is a technical, creative, demonstrated leader with excellent problem solving skills, and communication skills. They should have experience supporting talent platform integration, understanding the business needs, and maintaining vendor relationships. They are expected to have experience working with cross functional teams and with the ability to influence change while prioritizing impactful deliverables. The candidate should also be fully competent in a variety of project management tools, methodologies, and techniques for all phases of the project lifecycle.

What you will do:

• Assess the current recruitment process, programs and technology across the recruitment team
• Provide recommendations to optimize the recruiter and candidate experience
• Work closely with multiple teams to collect requirements, provide insights, and updates
• Manage multiple TA projects and prioritize with key stakeholders

Scope of work

Projects/Priorities

Phenom - Talent Attraction Overview

• Assess current Phenom configuration and integration built
• Fully understand Phenoms CRM capabilities
• Partner with TA Brand and design a strategy for optimal use
• Implement change management
• Provide training and supporting documentation for launch

HackerRank/CoderPad

• Assess current configuration between HR and CoderPad
• Identify differences and similarities between the two tools
• Collect feedback from current users
• Provide recommendations on change management

Approach on Project Delivery

1st month - Discover

• Review and assess current TA Tech Stacks (Phenom, HackerRank, CoderPad, Textio) process while understanding key stakeholders and business needs
• Identify root causes and symptoms

2nd Month - Define

• Establish clarity on what is to be achieved and how
• Gather business requirements
• Define reporting/metrics
• Design process (flowchart)

3rd/4th Month - Develop

• Initiate build
• Test and retest
• Build cross functional communication plan
• Build dedicated training
• Create support documentation

5/6 Month - Deliver

• Execute communication plans
• Execute training days for users (recruiters, coordinators, HMs etc)
• Ensure the change is sustained and continuously improved

Project is 100% remote but does require someone to work CST or EST hours.