Associate Director, Talent Acquisition Operations

Harvard Human Resources is seeking an Associate Director, Talent Acquisition Operations to drive operational excellence, consistency, and innovation across the University’s talent acquisition function.
Reporting to the Managing Director, Talent Acquisition & Outreach, the Associate Director will lead a small team and oversee the systems, programs, processes, and partnerships that support recruiters, hiring managers, and candidates across the University. This role will modernize talent acquisition operations, optimize technology and workflows, strengthen compliance, and improve the recruitment experience.
The ideal candidate will bring extensive talent acquisition experience and strong operational, project management, technology, and stakeholder leadership skills. They will use data, collaboration, and continuous improvement to deliver scalable, effective recruiting solutions.
Job-Specific Responsibilities
Lead a team that serves as the primary resource for University recruiters regarding technical and process training, guidance, and communications. Ensure the quality, consistency, and effectiveness of that support while applying full life-cycle recruiting expertise to promote compliance with applicable laws and OFCCP regulations and maximize the value of talent acquisition investments.
Additionally, you will be responsible for:
Strategy
• Research external market trends, tools, labor-market conditions, candidate expectations, and talent acquisition best practices; advise leadership on implications and potential responses.
• Use data and stakeholder feedback to identify opportunities for operational improvement, innovation, and increased efficiency.
• Develop and maintain a Talent Acquisition Operations roadmap aligned with University strategy and stakeholder priorities.
Compliance and Risk Management
• Ensure recruitment processes, systems, and programs align with University policies, compliance requirements, and applicable OFCCP regulations.
• Support talent acquisition contracting and vendor agreements in partnership with Strategic Procurement.
Continuous Improvement
• Partner with stakeholders to identify and prioritize enhancement opportunities and maintain a talent acquisition technology backlog.
• Lead the evaluation, prioritization, and implementation of approved process and technology enhancements.
People Leadership & Team Development
• Set clear direction, priorities, and expectations while empowering team members to work with autonomy, accountability, and sound judgment.
• Provide ongoing coaching, feedback, and development conversations to strengthen strategic thinking, confidence, and effectiveness.
TA Systems Ownership & Continuous Improvement
• Oversee recruitment-related systems, platforms, integrations, workflows, and operational metrics.
• Provide or oversee applicant tracking system administration, including configuration, business processes, notifications, auditing, data quality, reporting, and troubleshooting.
• Partner with HR Technology, Information Technology, HRIS, and external vendors to optimize system functionality, integrations, workflows, and identify workflow/configuration changes needed to drive operational efficiency.
• Manage relationships with recruitment technology vendors and system partners.
Stakeholder Engagement and Enablement
• Serve as a strategic resource and escalation point for recruiters and TA leaders regarding recruiting technology, processes, policies, and practices; chair the University recruitment governance committee.
• Foster collaboration among Talent Acquisition leaders across the University.
• Develop and coordinate training, communications, guidance, and enablement resources for the University recruitment community.
• Strengthen the identity, voice, and positioning of Talent Acquisition Operations by clearly communicating its role, capabilities, value, and engagement model while surfacing insights and improvement opportunities.
TA Programs
• Oversee the Contingent Workforce Program, including the managed service provider, program performance, policies, guidelines, and stakeholder communications.
• Serve as product owner for the University-wide LinkedIn talent acquisition program, including guidelines, engagement practices, vendor management, and quarterly business reviews.
• Partner with HHR Communications on recruitment marketing, employment branding, content development, and annual communications planning.
Basic Qualifications:
Bachelor’s degree or equivalent work experience required
Minimum of 8 years’ relevant HR experience
Project and/or program management experience
Supervisory experience
Additional Qualifications and Skills:
Advanced knowledge of employment laws and other applicable federal, state, and local regulations
Ability to prioritize work, effectively manage multiple tasks and stakeholders simultaneously, take initiative, and demonstrate strong reasoning and critical thinking skills.
Strong collaborator who emphasizes team success over individual success and builds working relationships with internal and external stakeholders
Demonstrated ability to collaborate and influence at all levels
A curious mindset that allows you to constantly learn and challenge the status quo.
Strong project management skills and keen attention to detail
Highly adaptable with the proven ability to drive results in an ever-changing environment and comfort in operating “in the gray” when necessary
Excellent organizational, communication, and interpersonal skills

Employment type
Full-time

Work arrangement
Hybrid