[Hiring] Manager, Talent Operations @Included Health

Role Description

• Talent technology strategy and infrastructure:
  • Own and evolve the Talent Acquisition systems roadmap across ATS, sourcing tools, scheduling solutions, analytics, and workflow automation.
  • Ensure our systems are configured to scale, integrate cleanly, and support a high-quality recruiter, hiring manager, and candidate experience.
  • Move our function beyond tool administration and toward thoughtful systems architecture.
• AI, automation, and innovation:
  • Identify, pilot, and scale AI and automation opportunities across the recruiting lifecycle.
  • Push the team to challenge legacy ways of working and rethink manual processes through technology.
  • Translate recruiter pain points into practical solutions that improve speed, quality, and consistency.
• Build vs. buy decision-making:
  • Evaluate when to purchase external tools versus build lighter-weight internal solutions or workflows.
  • Lead vendor assessments with a strong lens on ROI, usability, security, integration, and long-term fit.
  • Make clear recommendations on what to keep, optimize, consolidate, or sunset across the TA tech stack.
• Efficiency and recruiter productivity:
  • Drive initiatives that reduce administrative burden and increase recruiter capacity.
  • Partner with recruiting leaders to identify where friction exists in the funnel and solve for it at the systems or workflow level.
  • Focus particularly on areas where automation can unlock scale, improve service levels, and reduce rework.
• Cross-functional partnership:
  • Serve as the primary Talent Acquisition Operations partner to teams such as HR Operations, IT, Security, Procurement, Finance, and Legal.
  • Lead cross-functional change management for systems, process, and tooling decisions.
• Team leadership and operating model design:
  • Help shape what Talent Operations should own in the future and how work should be structured across the team.
  • Coach and develop talent operations team members while creating clear ownership, priorities, and accountability.
  • Build a function that is more strategic, technical, and future-oriented than reactive or purely task-based.

Qualifications

• 6+ years of experience in Talent Operations, Recruiting Operations, People Systems, HR Technology, or a related field.
• Experience owning or heavily influencing ATS strategy, recruiting systems, vendor evaluation, and process automation.
• Strong technical fluency with recruiting tools, system integrations, AI agent building, workflow design, and reporting.
• Demonstrated success assessing and implementing new technologies, especially AI-enabled tools.
• Strong business judgment with the ability to weigh cost, complexity, scalability, and ROI.
• Proven ability to lead cross-functional initiatives and influence through data and structured thinking.
• Experience managing or mentoring team members and helping a function evolve through change.

Requirements

• Curious about where Talent Operations and AI are headed.
• Strategic in how they think about future-state team and system design.
• Technical enough to understand tooling, integrations, and automation opportunities.
• Commercially minded in how they evaluate spend and vendor value.
• Practical in translating ideas into real operating improvements.
• Bold enough to challenge the status quo and move the function forward.

Physical/Cognitive Requirements

• Travel: under 10% (key conferences, internal onsites, etc.).
• Prompt and regular attendance at assigned work location.
• Capability to remain seated in a stationary position for prolonged periods.
• Eye-hand coordination and manual dexterity to operate keyboard, computer and other office-related equipment.
• No heavy lifting is expected, though occasional exertion of about 20 lbs of force (e.g., lifting a computer/laptop) may be required.
• Capability to work with leadership, employees, and members in an appropriate manner.

Benefits

• 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.