Senior Director Talent Acquisition Operations & Strategy Leader

Req Number: 143180
Category: Human Resources
Posted Date: September 13, 2017

Group of associates collaborating at work.

Work Location(s): Tempe, AZ, US

Miami, FL

At ADP we are driven by your success. We engage your unique talents and perspectives. We welcome your ideas on how to do things differently and better. In your efforts to achieve, learn and grow, we support you all the way. If success motivates you, you belong at ADP. We strive for every interaction to be driven by our CORE values:

Insightful Expertise, Integrity is Everything, Service Excellence, Inspiring Innovation, Each Person Counts, Results-Driven, & Social Responsibility.

ADP is hiring a key senior leader for the Human Resource Outsourcing (HRO) Talent Acquisition Client Operations Team with regards to developing and executing our national strategy, culture, processes, tools, technology and training.


  • Implement key operational strategies to drive overall effectiveness of the HRO Talent Acquisition Center of Excellence
  • Responsible for assessing and designing infrastructure improvements that enable our hiring and balance compliance requirements with the desire for a highly positive candidate, client, and hiring manager experiences
  • Collaborate with other HRO CoEs to ensure clients benefit from the full spectrum of HCM products and services
  • Responsible for insights on trends in process, policies, metrics, technology and structure and serve as the organization’s subject matter expert in these areas

Providing leadership and direction for the TA team which includes multiple functional areas ensuring appropriate recruitment processes are being adhered to in a consistent manner

Work directly with TA leaders and vendors to highlight performance across the function to monitor and quickly identify low performing areas, determine root cause, and work with those TA leader(s), vendor(s), colleagues and stakeholders to remedy

Identify and implement recruiting best practices across the company to help streamline and standardize our processes and polices. Have all oversight, governance for continuous improvement efforts

Responsible for designing and building scalable recruiting processes and standardizing the recruiting process across HRO.

Identify process efficiencies and determine a plan for TA processes i.e. look for opportunities offshore and in outsourcing

Develop and build Standard Operating Procedures and process & policies governances

Continuous process improvement in collaboration in with WFN and external ATS technology to make systems and technologies are efficient and effective and best in class resources

Support to ensure the appropriate tools are being used to meet hiring goals and work closely on vendor renewals

Work with WFN/Technology to ensure reporting is meaningful and compliant with HRO’s TA vision, strategy and goals

Manages and reports on the TA compliance and audit function. Monitors usage and compliance of agreed TA processes and methods

Increase focus within each recruiting channel in partnership with sales, marketing and product

Oversee implementation of new recruiting practices, processes and initiatives across the TA function. Partner with Finance, HR and the business leaders, collaborating closely to ensure strong connectivity and deployment of programs in support of an integrated talent acquisition strategy.

Design, develop and maintain a standard TA recruiter training program and daily execution model
Develop recruitment metrics with management team that drives optimal staffing performance.

Manage hiring targets and KPIs ensuring that our process is running efficiently and/or improving over time. Collaborate with the team and other departments to continually assess the effectiveness of recruiting tools and processes

Partner with HCM leaders to ensure effective balance of team capacity and recommend talent movement or other interventions to address shortage/overage situations. Ensure TA resources are aligned to the overall location strategy

Oversee the strategy and execution of the maintenance of NPS to assess quality of process, candidate slate and TA team performance

Oversee the strategy and execution of an HRO interviewing methodology
Provide regular budgetary support for the department and ensuring we map to expected expenditures
Roll-out WSE Referral Program

Act as issue resolution and escalation liaison for HRO Talent Acquisition. Partners with Clients and stakeholders related to concerns around profile, applicant flow or other issues in the hiring process.

Monitors ROI for 3rd party tools and technologies and works with HCM leaders to optimize investment
Responsible for constant communication, written and verbal with both Client and TA Team

Collaborates on communication of any changes in strategy with any and all impacted partners
Maintains external benchmark data against peer and world-class organizations as it relates to staffing trends, metrics and tools


Education: Bachelor’s or equivalent experience (or equivalent in education and experience)

Experience: 10+ years of experience. Recruiting life-cycle and Leadership experience are preferred Must have at least 2 years of TA Operations experience covering candidate experience, systems, process, and data management and reporting

Generic Skills: Collaboration, Adaptability, Innovation, Performance Management, Stakeholder Management, Talent Development, Client Service, Professional/Technical Expertise

Strong business acumen with results orientation to align with business strategy and drive performance

Ability to identify gaps and determine best course of action

Experience developing performance metrics, dashboards and scorecards for recruitment

Strong knowledge of recruitment processes, systems, technology and methodologies

Proven change management experience with Talent Acquisition focus

Demonstrated understanding of staffing standard operating procedures, guidelines and legal requirements as they apply to compliance in employment practices and applicant tracking

Knowledge of industry selection and recruiting practices

Strong organizational, analytical and problem solving skills.

Serve as a key conduit between TA, Finance, HR and the business leaders

Strong interpersonal skills to facilitate working and problem solving with others as well as strong written and verbal communication skills and the demonstrated ability to adapt a changing environment.

Demonstrated presentation skills

Strong relationship management and influencing skills

Strong project/program management skills

Ability to handle sensitive and/or confidential information

Experience handling difficult situations with tact and sensitivity

Ability to build strong relationships while driving results

A collaborative and influential leadership style with the ability to influence others into actions and to think creatively about solutions. Effective team leadership

Strong data manipulation capabilities

Must be able to commute daily to an ADP Office location and available for travel up to 40% or as needed:

Locations: Tempe, AZ or Miami, FL

Software in the Cloud. Experts on the Ground:
ADP powers the working world with comprehensive solutions that drive business success. Consistently named one of the “Most Admired Companies” by FORTUNE® Magazine, and recognized by Forbes® as one of “The World’s Most Innovative Companies,” ADP has over a half-million clients around the globe and 65 years of experience as one of the largest providers of human capital management solutions world-wide.

At ADP, we believe that diversity fuels innovation. ADP is committed to equal employment opportunities regardless of race, color, genetic information, creed, religion, sex, sexual orientation, gender identity, lawful alien status, national origin, age, marital status, non-job related physical or mental disability, or protected veteran status. We support an inclusive workplace where associates excel based on personal merit, qualifications, experience, ability, and job performance.


There is a lot happening at ADP. A lot of really exciting things. We are underway with a few different transformational efforts. We are moving from essentially what has been traditionally known as a payroll company to this broad-based really exciting human capital management company. It gives you the opportunity to get involved in a lot of different initiatives that have different levels of purpose and value for the organization. What I get most excited about are the opportunities we have here and to contribute to something, something big, that will be meaningful for our clients and people’s lives.

JayVice President, Global Talent and Development