Recruiting Operations And Transformation Lead Jobs

The Director of Recruiting Operations and Systems will lead the strategy, evolution, and execution of the technology, systems, and operating model that powers hiring across Datadog. This leader will oversee Recruiting Operations, Recruiting Technology, and AI Enablement for the recruiting team. You will be a key player leading a team that supports a recruiting function of approximately 200 recruiters, sourcers, and coordinators. We are undergoing an exciting transformation across our People and Recruiting teams, and we need a leader who can bring expertise in recruiting, systems, and data, along with a product management mindset, to help build the best experience for our candidates, recruiting teams, and interviewers. At Datadog, we place value in our office culture - the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create the work-life harmony that best fits them. At Datadog, we place value in our office culture - the relationships and collaboration it builds and the creativity it brings to the table. We operate as a hybrid workplace to ensure our Datadogs can create a work-life harmony that best fits them. What You'll Do: Define and execute the long-term goals and roadmap for how our recruiting tech stack can best support and drive efficiency, including recruiting systems, integrations, AI capabilities, automation, and operational workflows. Lead multidisciplinary teams to move us from a traditional recruiting operations approach to a more progressive, AI-native approach. Apply product management principles to continually gather user feedback and use it to drive experimentation, new tool investments, and workflow improvements. Establish responsible AI governance while driving automation initiatives that improve recruiter productivity, hiring quality, and operational efficiency. Partner with our People Analytics teams to ensure that the workflows in our

Position Overview We are seeking a transformative Senior Director, Talent Acquisition to lead the overall recruiting function and deliver a high-impact, modern, and scalable hiring experience across the organization. In this role, the successful candidate will partner closely with senior business leaders and HR stakeholders to align hiring priorities, shape workforce plans, and support business growth through innovative, data-driven talent strategies. This leader will oversee end-to-end recruitment strategy and operations, guide team performance, and drive process improvements that strengthen hiring outcomes, scalability, speed, and quality of hire. A key focus of the role will be leading the successful implementation and optimization of Workday Recruiting and related processes, while advancing the use of AI-enabled recruiting tools, automation, talent intelligence, and analytics to improve sourcing effectiveness, decision quality, operational efficiency, and candidate experience. The ideal candidate is an AI-forward talent acquisition leader who brings strong leadership, stakeholder management, strategic thinking, and communication skills, along with deep expertise in recruiting operations, team development, talent analytics, recruiting technology, and enterprise process transformation. They will bring experience leading large-scale systems and process change, including Workday implementation or optimization, as well as a thoughtful approach to the responsible use of AI and technology across the hiring lifecycle. They will also bring a fresh and creative approach to attracting top talent and play a key role in advancing and strengthening our employer brand in the market. Key Responsibilities Lead the global Talent Acquisition function across a broad team or portfolio, with accountability for recruiting strategy, delivery, team capability, technology adoption, and performance against hiring goals. Partner closely with senior business leaders, HR

Position Overview We are seeking a transformative Senior Director, Talent Acquisition to lead the overall recruiting function and deliver a high-impact, modern, and scalable hiring experience across the organization. In this role, the successful candidate will partner closely with senior business leaders and HR stakeholders to align hiring priorities, shape workforce plans, and support business growth through innovative, data-driven talent strategies. This leader will oversee end-to-end recruitment strategy and operations, guide team performance, and drive process improvements that strengthen hiring outcomes, scalability, speed, and quality of hire. A key focus of the role will be leading the successful implementation and optimization of Workday Recruiting and related processes, while advancing the use of AI-enabled recruiting tools, automation, talent intelligence, and analytics to improve sourcing effectiveness, decision quality, operational efficiency, and candidate experience. The ideal candidate is an AI-forward talent acquisition leader who brings strong leadership, stakeholder management, strategic thinking, and communication skills, along with deep expertise in recruiting operations, team development, talent analytics, recruiting technology, and enterprise process transformation. They will bring experience leading large-scale systems and process change, including Workday implementation or optimization, as well as a thoughtful approach to the responsible use of AI and technology across the hiring lifecycle. They will also bring a fresh and creative approach to attracting top talent and play a key role in advancing and strengthening our employer brand in the market. Key Responsibilities Lead the global Talent Acquisition function across a broad team or portfolio, with accountability for recruiting strategy, delivery, team capability, technology adoption, and performance against hiring goals. Partner closely with senior business leaders, HR

Position Overview We are seeking a transformative Senior Director, Talent Acquisition to lead the overall recruiting function and deliver a high-impact, modern, and scalable hiring experience across the organization. In this role, the successful candidate will partner closely with senior business leaders and HR stakeholders to align hiring priorities, shape workforce plans, and support business growth through innovative, data-driven talent strategies. This leader will oversee end-to-end recruitment strategy and operations, guide team performance, and drive process improvements that strengthen hiring outcomes, scalability, speed, and quality of hire. A key focus of the role will be leading the successful implementation and optimization of Workday Recruiting and related processes, while advancing the use of AI-enabled recruiting tools, automation, talent intelligence, and analytics to improve sourcing effectiveness, decision quality, operational efficiency, and candidate experience. The ideal candidate is an AI-forward talent acquisition leader who brings strong leadership, stakeholder management, strategic thinking, and communication skills, along with deep expertise in recruiting operations, team development, talent analytics, recruiting technology, and enterprise process transformation. They will bring experience leading large-scale systems and process change, including Workday implementation or optimization, as well as a thoughtful approach to the responsible use of AI and technology across the hiring lifecycle. They will also bring a fresh and creative approach to attracting top talent and play a key role in advancing and strengthening our employer brand in the market. Key Responsibilities Lead the global Talent Acquisition function across a broad team or portfolio, with accountability for recruiting strategy, delivery, team capability, technology adoption, and performance against hiring goals. Partner closely with senior business leaders, HR

About the Role MongoDB is looking for a technical people-first, and execution-obsessed leader to lead the Recruiting Operations team. As the operational backbone of Talent Acquisition, the RecOps team establishes and maintains the foundational infrastructure that makes scalable, high-velocity hiring possible. As a Senior Manager of Recruiting Operations, you are the visionary leader responsible for partnering with key stakeholders to build these crucial operational frameworks. You will drive the overarching vision, strategy, and execution across three core areas: process optimization and operational rigor, RecTech modernization and tooling strategy, and predictive talent intelligence and trusted data architecture. By establishing this infrastructure, you will empower TA to consistently find, interview, and achieve the best possible hiring outcomes for the organization. This leadership role demands an exceptional individual with strong technical aptitude, deep data and insights experience, and a proven track record of workflow redesign. You will empower your team to continuously refine the systems, tools, and processes used to support recruiting and hiring teams, ultimately ensuring a scalable and successful hiring environment. What You'll Do Lead the RecOps Team: Drive the vision and strategy for the CoreOps team, aligning your roadmap with overall Talent Acquisition (TA) and business goals. You will take full ownership of the three core sub-pillars, taking an innovative and bold approach to identifying and executing large-scale transformation initiatives Own the TA Tooling Roadmap & RecTech Modernization: In partnership with HR Tech, establish and oversee the TA technology stack and vendor relationships. You will actively manage the TA tooling roadmap with our Recruiting Product Manager, leading the discovery, implementation, onboarding, offboarding, and systematic, data-focused evaluation of tools. This includes hands-on experimentation with automations

Our vision is to transform how the world uses information to enrich life for all . Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever. Job Summary Micron Technology is seeking a dynamic and strategic Talent Acquisition Director to lead recruitment and workforce development strategies across Taiwan. This role will supervise two core teams: one focused on recruitment operations and the other on university and workforce strategies. The Director will be responsible for driving innovative hiring strategies, strengthening Micron’s employer brand, building sustainable talent pipelines aligned with business goals and Micron’s values, and accelerating hiring execution through responsible adoption of AI and automation. Main Responsibilities Lead and manage end-to-end recruitment activities across Taiwan, ensuring alignment with global TA strategies and local business needs. Lead and innovate to pioneer a diversified talent ecosystem through strategic university engagement and workforce development strategies. Develop and execute talent acquisition strategies that support inclusion and workforce planning targets. Partner with business leaders, HRBPs, and global TA teams to forecast hiring needs and deliver timely, high-quality talent solutions. Maintain compliance with local labor laws and Micron’s internal governance standards, including fair hiring practices and audit readiness. Drive adoption of AI-powered recruiting technologies and automation to improve recruiter productivity, decision quality, candidate experience, and hiring outcomes while ensuring responsible and compliant use of AI. Fost

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. CVS Health is recruiting for an AVP, Technology Product Management. As a key member of the Digital, Data, Analytics and Technology (“DDAT”) team, this role will join a dynamic organization committed to the acceleration of business growth, enhancement of the customer experiences, and enablement of operational efficiencies by powering CVS Health to be a ‘digital first, technology forward and data driven’ company. With a commitment to a ‘Startup within a large company’ culture, DDAT is at the center of CVS Health transformation. The AVP, Technology Product Management role reports to the VP, Client and Member Experience and Operations and will support the Pharmacy Services DDAT Product team. The Associate Vice President of Product Management leads a team of product management professionals and is responsible for advancing the product management practice, building a high-performing team, and contributing to the overall growth and success of the organization. This role plays a pivotal role in shaping the strategic direction and execution of a technology product portfolio (for multiple technology product lines) . They are responsible for defining desirable, viable, feasible, and sustainable technology solutions across the technology product lines within their scope that meet customer needs and achieve business objectives. They facilitate a cross-functional product leadership team, closely with senior business leadersh

🚀 About the Role Talkdesk is seeking a highly strategic, high-autonomy Senior People Business Partner to drive the organizational health, talent strategy, and commercial scale of our Go-to-Market (GTM) organization, focusing specifically on Sales and Marketing . Operating within our regional PBP model, you will partner directly with VP-and-below leaders across Enterprise Sales, Inside Sales, Channel Sales, Field Marketing, Brand, and Marketing Operations. Your mission is to align people strategy with aggressive revenue and growth targets, building a high-performing, agile commercial organization. This is a high-visibility, high-impact role for an experienced HR practitioner who thrives in a fast-paced, quota-driven environment and can flex seamlessly between strategic coaching and execution. 🎯 What You'll Do As the dedicated Senior PBP for Sales & Marketing, your core responsibilities will include: Sales & Marketing Client Partnership GTM Advisory: Act as the primary People Business Partner for our AMER Sales and Marketing organizations, building strong, consultative relationships with VP-level commercial leaders. Commercial Org Design: Provide guidance on sales and marketing organizational design, including optimizing territory coverage models, spans of control, marketing team structures, and capacity planning. Incentive & Compensation Strategy: Partner with Sales Operations and Total Rewards to advise on sales compensation structures, commission dynamics, merit cycles, promotions, and strategic offer construction for highly competitive GTM talent. Talent Pipelines: Partner with Recruiting to execute aggressive headcount planning, build robust talent pipelines, and refine role scoping to attract top-tier commercial talent. AI-Driven Transformation & GTM Enablement AI Fluency in GTM: Champion Talkdesk's AI Fluency competency framework within Sales and Marketing, embedding AI expectations into core sales methodologies, marketing competencies,

Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk. Digital Solutions Manager (Recruiting Tech & Learning Platforms) This role sits within People Experience & AI transformation and serves as the strategic technical and functional capability lead for Okta's Recruiting and Learning ecosystem. As a Digital Solutions Manager with deep expertise in enterprise systems, integrations, automation, data architecture, and AI, you will define and execute the technology vision that enables scalable hiring, workforce development, and organizational growth. In this role, you will establish the long-term technical and technical strategy for recruiting and learning systems, ensuring our platforms, integrations, data architecture, and AI capabilities work together seamlessly to support global operations. You will translate business priorities into scalable technical solutions, balancing user experience, operational efficiency, governance, and future-state innovation. You will operate at the intersection of systems architecture, automation, and user experience—building solutions that improve efficiency, enable better decision-making, and support global growth. This role also requires strong AI fluency, with a focus on leveraging AI-driven capabilities to enhance recruiting processes, learning experiences, and operational automation. What You'll Own Roadmap & Systems : Define & execute the roadmap for Recruiting and Learning systems, ensuring alignment with business goals. Serve as the primar

Role Description Dropbox is entering an exciting new chapter in how we support, retain, and grow our customers. As part of our evolving go-to-market strategy, Customer Experience & Success (CXS) will assume ownership of commercial renewals, creating a unique opportunity to rethink how we drive customer retention and long-term recurring revenue. We're looking for an experienced strategy and operations leader to help shape Dropbox's retention strategy, modernize our renewal operating model, and build the capabilities that enable customers to realize ongoing value from Dropbox. As the Renewals Strategy Principal Program Manager , you'll lead the strategy, operating model, and execution behind this transformation. You'll partner closely with Customer Success, Sales, Revenue Operations, Finance, Product, Legal, and Engineering to develop retention strategies, design scalable programs, and build the playbooks, operating rhythms, and automation that enable Customer Success to successfully own a significant renewal business. This is a builder role for someone who thrives in ambiguity, enjoys designing scalable business capabilities, and is passionate about leveraging AI, automation, and data to improve customer retention and operational excellence. You'll identify new opportunities to reduce churn, increase customer engagement, simplify workflows, and drive measurable business outcomes while helping establish Customer Success as a world-class retention organization. Over time, you'll help shape Dropbox's long-term customer lifecycle strategy, evolving our approach to customer retention across direct, channel, and self-serve motions. Responsibilities Lead Dropbox's retention strategy for commercial customers, identifying opportunities to improve customer outcomes and recurring revenue. Develop scalable retention programs, renewal strategies, and customer lifecycle initiatives that increase customer health, product adoption, and renewal rates. Partner with Customer Succes

Our vision is to transform how the world uses information to enrich life for all . Micron Technology is a world leader in innovating memory and storage solutions that accelerate the transformation of information into intelligence, inspiring the world to learn, communicate and advance faster than ever. The Talent Acquisition team is evolving into an AI-enabled, intelligence-driven talent advisory organization. We partner with business leaders, HRBPs, and TA Operations to attract and secure top talent using data, market intelligence, and AI-augmented workflows. The Principal Recruiter is a senior individual contributor in enterprise recruiting. This role solves cross-organizational and enterprise-critical talent problems through scalable mechanisms and governance. The Principal Recruiter may carry a selective requisition load of niche roles, lead significant cross-functional programs (e.g., University Recruiting, New Talent Programs), or a blend of both. The Principal Recruiter identifies patterns across executive and accountability levels, designs durable talent acquisition solutions that persist without personal involvement, and co-architects AI-enabled capabilities with TA Operations. This role doesn't directly manage people; it manages outcomes at scale. Success is measured by hiring outcomes, program impact, system-level improvement, AI adoption consistency, operating model quality, and the adaptability of cross-organizational solutions. Responsibilities: Enterprise Talent Strategy & Executive Advisory: Synthesize market intelligence, competitive data, and workforce analytics to advise senior leadership on enterprise hiring strategy, market risks and long-term workforce implications. Identify systemic talent patterns and risks requiring executive-level response. Engage and provide TA so

GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster. The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. Co-create the future with us as we build technology that transforms how the world develops software. * Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab. This is a contract opportunity -- individuals must be based in EMEA An overview of this role As a Candidate Experience Specialist, you'll shape how candidates experience GitLab from first touch through offer and handoff to our People Operations team. You'll be a key partner to Recruiters, hiring managers, and recruiting leadership, helping them execute hiring plans, coordinate interviews, and maintain accurate, transparent processes in our applicant tracking system and GitLab repositories. You'll act as a brand ambassador who embodies our values in every interaction, ensuring candidates receive timely, thoughtful communication an

GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster. The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. Co-create the future with us as we build technology that transforms how the world develops software. * Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab. *This is a contract opportunity -- individuals must be based in EST timezone* An overview of this role As a Candidate Experience Specialist, you'll shape how candidates experience GitLab from first touch through offer and handoff to our People Operations team. You'll be a key partner to Recruiters, hiring managers, and recruiting leadership, helping them execute hiring plans, coordinate interviews, and maintain accurate, transparent processes in our applicant tracking system and GitLab repositories. You'll act as a brand ambassador who embodies our values in every interaction, ensuring candidates receive timely, thoughtful commun

The People Team at Asana works to enable all Asanas to achieve our goals as a company in a way that is consistent with our values. We focus on recruiting, developing, and retaining exceptional talent from diverse backgrounds, ensuring that everyone can thrive, grow, and make a meaningful impact. Our work supports Asana’s broader mission: to help humanity thrive by enabling all teams to collaborate seamlessly and effectively. As a People Partner, you will operate as a true business leader, bringing organizational strategy, change leadership, and deep consulting acumen to shape talent transformation agendas at the functional leadership level. This role is based in our San Francisco office with an office-centric hybrid schedule. The standard in-office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in-office requirements. What you’ll achieve Drive strategic thought partnership by building and implementing department-level talent strategy initiatives that align directly with business outcomes. Navigate ambiguity to identify root issues in complex situations, presenting findings and socializing change with clarity to senior stakeholders. Lead change management by partnering with senior leaders to develop scalable change strategies, proactively planning for contingencies and championing the vision through effective storytelling. Consult and advise functional leads as a trusted advisor, leading complex people situations and supporting leaders in building their own capability. Leverage data literacy to interpret complex people data to identify trends, translate findings into actionable decisions, and champion a data-driven culture. Influence at scale by actively participating in business headcount and strategic planning forums as the essential

Why RoboForce RoboForce is an AI robotics company developing Physical AI–powered Robo-Labor for dull, dirty, and dangerous work. The company's robots are engineered for demanding industrial environments, with a focus on real-world deployment and scalability. We are looking for a Head of People to build the organization behind that mission. You will lead the function through its next stage—preparing the company to scale rapidly, raising the bar for talent and leadership, building an exceptional global organization, and making AI-native ways of working the default across the company. Responsibilities Lead and scale the People organization. Set direction, develop the team, and raise execution quality across Recruiting, People Operations, and HRBP—preparing RoboForce for rapid growth. Build a world-class talent engine. Strengthen workforce planning, sourcing, assessment, candidate experience, executive recruiting, and closing across technical and leadership roles. Design the organization for scale. Partner with the leadership team on organization structure, leadership roles, succession, decision rights, spans of control, and critical talent decisions. Raise the management and performance bar. Build practical systems for goals, feedback, development, promotions, accountability, and leadership effectiveness. Strengthen the People foundation. Scale HRIS, payroll, benefits, immigration, onboarding, policies, compliance, employee relations, and People analytics. Own compensation and rewards. Partner with leadership on leveling, salary bands, equity, benefits, promotion standards, and compensation reviews. Build a high-performance, inclusive culture. Embed company values into how we hire, communicate, lead, recognize performance, and resolve problems—while expanding beyond existing networks to attract exceptional talent from diverse backgrounds globally. Lead AI-native organizational transformation. Partner with the leadership and functional leaders to redesign roles, workflo