Senior Talent Attraction Operations Manager at Risepoint in Remote

Senior Talent Attraction Operations Manager Location: US - Remote Risepoint is an education technology company that provides world-class support and trusted expertise to more than 100 universities and colleges. We primarily work with regional universities, helping them develop and grow their high-ROI, workforce-focused online degree programs in critical areas such as nursing, teaching, business, and public service. Risepoint is dedicated to increasing access to affordable education so that more students, especially working adults, can improve their careers and meet employer and community needs. Join Our Mission Risepoint is an education technology company that provides world-class support and trusted expertise to more than 100 universities and colleges. We primarily work with regional universities, helping them develop and grow their high-ROI, workforce-focused online degree programs in critical areas such as nursing, teaching, business, and public service. Risepoint is dedicated to increasing access to affordable education so that more students, especially working adults, can improve their careers and meet employer and community needs. This is a fixed-term position expected to last approximately 6 months, with potential for extension based on business needs. As the Senior Talent Attraction Operations Manager, you will design and lead the operating system behind great hiring, standardizing how Talent Attraction works across the enterprise and continuously improving it over time. Risepoint is strengthening the way we attract and hire talent, and this role is central to creating the consistency, clarity, and scalability needed to deliver an exceptional hiring experience as the organization evolves. In this role, you will own process excellence and operational rigor across the end-to-end Talent Attraction lifecycle, with a focus on candidate and hiring manager experience, Workday and Paradox optimization, systems governance, and actionable hiring analytics. You will build and maintain standards that enable recruiters to work effectively, help hiring managers make better decisions, and ensure candidates experience a seamless, high-quality journey—from first touch through offer and onboarding handoff. You will apply structured thinking and data-driven insight to diagnose friction points, design scalable solutions, and drive end-to-end implementation—from discovery and documentation through rollout, adoption, reinforcement, and measurement. With a builder’s mindset, you’ll continuously refine processes, strengthen system integrity, and translate hiring data into clear, actionable insights that improve outcomes and elevate performance across Talent Attraction. This is not a recruiting role. It is a highly cross-functional position reporting to the VP, People Experience & Strategy, ensuring recruiting works exceptionally well everywhere through influence, strong partnerships with People Business Partners, Talent Attraction leaders, and People Systems Leaders, and disciplined execution that makes great hiring repeatable and measurable. How You Will Bring Our Mission to Life What You Will Do Drive operational consistency and process excellence across Talent Attraction by creating clear playbooks and toolkits for recruiters and hiring managers across teams, functions and geographies Optimize end-to-end hiring journey by mapping and evolving the candidate and hiring manager journeys for simplicity and clarity leading to improved hiring speed while ensuring high quality hires and excellent candidate experience Build and maintain best-in-class hiring processes, documenting and continuously improving all TA processes Serve as the Workday Talent Attraction Subject Matter Expert, optimizing workflows and automation within Workday Recruiting partnering closely with the People Tech team to enhance both recruiter and hiring manager user experience Lead Hiring Analytics ensuring insights are actionable and accessible through clear dashboards and reporting tailored to core audiences: Recruiters, People Business Partners and Business Leaders Develop and manage Talent Attraction vendor relationships (e.g. Paradox, Hireright, LinkedIn) drive continuous improvement of overall TA vendor strategy Own and continuously improve key talent attraction programs (interns, employee referral) Enable Hiring Managers to hire well by developing user-friendly hiring manager guides, resources, and training Increase accountability and confidence across the organization’s hiring practices What Success Looks Like Recruiters spend more time recruiting and less time navigating process or systems Hiring managers understand exactly how to hire well and move efficiently Candidates experience a clear, professional, and thoughtful process Talent Attraction and Business leaders can access reliable quality and speed metrics instantly through Workday Processes are documented, scalable, and consistently applied across team Workday Recruiting is optimized, intuitive, and trusted as a source of truth How Impact Will be Measured Hiring efficiency improves year over year (faster cycle times, fewer stalled requisitions) while maintaining or improving acceptance and downstream quality indicators Standard TA playbooks/SOPs are launched and broadly adopted, reducing process exceptions and operational rework across recruiting teams Workday Recruiting is optimized as the source of truth, shown by higher data accuracy/completeness and fewer manual workarounds or support tickets A repeatable analytics cadence is established, with leaders actively using dashboards to drive measurable improvements in speed, quality, and process health. Candidate and hiring manager experience scores increase, with fewer escalations and faster turnaround on key steps (feedback, decisions, scheduling). What You’ll Bring to the Team Experience That Matters Most 8+ years of experience in Talent Attraction Operations or People Operations, ideally with prior experience as a recruiter Deep, hands-on expertise with Workday Recruiting (configuration, workflows, reporting, and optimization) Proven experience building and scaling recruiting operations in fast speed organizations Strong process design, documentation, and continuous improvement capability; experience translating operational needs in system and tool improvements Strong data analytical skills with ability to turn data into practical insights Exceptional stakeholder management skills with hiring managers, Recruiters, People Business Partners, People Tech, and business leaders Systems thinker who can balance governance, usability, and experience; Passion for making complex processes feel simple and intuitive Experience That’s Great to Have Experience working in a remote organization Background in education technology, higher education, B2B services, or mission-driven organizations Risepoint is an equal-opportunity employer and supports a diverse and inclusive workforce.