Included Health
Talent Acquisition
Manager,TalentOperations
Neural analysis suggests this role is
optimal for Mid candidates.
“Manager, Talent Operations at Included Health. Skills: Talent Acquisition systems, AI and automation, Vendor assessment, Cross-functional partnership. Own and evolve Talent Acquisition systems roadmap. Ensure systems are configured to scale”
What You'll Achieve.
Talent Operations viewed as a strategic driver of efficiency and innovation; Recruiters spend less time on low-value administrative work; TA tech stack is simpler, more integrated, and governed with clear ROI expectations; AI and automation actively improving workflow speed, consistency, and scalability; Function has a clear point of view on where to invest, consolidate, and evolve
Industry & Context.
Translate recruiter pain points into practical solutions; Identify where friction exists in the funnel and solve for it
Travel: under 10%, 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
What They're Looking For.
Must Have
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, 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, 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
Nice to Have
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
What You'll Do.
Own and evolve Talent Acquisition systems roadmap
Ensure systems are configured to scale
and scale AI and automation opportunities
Rethink manual processes through technology
Evaluate external tools versus internal solutions
Lead vendor assessments
Drive initiatives to reduce administrative burden
Increase recruiter capacity
Solve friction at systems or workflow level
Shape Talent Operations future ownership
Coach and develop team members
How You'll Work.
Team & Collaboration
Partner with recruiting leaders; Serve as primary Talent Acquisition Operations partner to HR Operations, IT, Security, Procurement, Finance, and Legal; Lead cross-functional change management
Process & Methodology
Lead cross-functional initiatives
Full Job 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
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