At Towne Park, it’s more than a job, you can make an impact.

A career with us is rewarding in more ways than one.

As a hospitality services company, our commitment is to create smiles by delivering exceptional experiences. When you work with us, you have an opportunity to impact the millions of patients, visitors and guests we proudly serve. Whether providing compassionate service that eases the anxiety of a patient and their family, creating a memorable experience for a guest in a new city, or helping a colleague, every day is a new opportunity to brighten someone else’s day and make an impact. When we see a customer, a client or one of our own team members smile, we know we made an impact. It’s why we do what we do.

Towne Park is a place where you can make a difference and create smiles every day.

Click here for important notices that may be applicable to you.

For more information about our privacy policy, please click here.

The Talent Acquisition Program Manager holds two connected responsibilities: full-cycle recruiting for salaried and hourly roles across Towne’s West region, and design and execution of the enterprise talent acquisition programs that make hiring faster and more consistent everywhere. On the recruiting side, this position partners directly with West operations leaders to fill field and market leadership roles and to keep frontline hiring moving through the always-on model. On the program side, it translates talent acquisition strategy into scalable programs, tools, and partnerships — recruitment marketing, hiring technology, vendor management, and talent pipelines — and brings what it learns in the field back into how we hire company-wide.

Reasonable accommodations may be made to enable individuals with disabilities to perform all functions.

Descriptive Statement(s)

% of Time

Leads full-cycle recruitment for salaried and hourly roles across the West region. Partners with operations leaders to define hiring needs, builds and executes sourcing strategies, screens and interviews candidates, and guides hiring managers through selection, offer, and close for Account Manager, Associate Manager, and other field and market leadership positions. Runs the always-on posting model and high-volume candidate pipeline for frontline roles, managing requisition and candidate flow through the applicant tracking system and automated screening and scheduling tools. Monitors time-to-on-site, applicant flow, and fill rates by location, escalates roadblocks to Talent Acquisition leadership, and intervenes early where hiring is at risk.

50

Leads the design, launch, and ongoing management of enterprise talent acquisition programs, including the always-on hiring model, hiring playbooks, and process standards used across all regions. Builds project plans, milestones, and clear ownership, and proactively manages risks, dependencies, and competing priorities across corporate and field stakeholders. Manages talent acquisition vendors and partners, including job boards, sourcing platforms, recruiting technology, and staffing suppliers — defining requirements, partnering with Procurement and Legal on contracts and renewals, tracking key performance indicators and service level agreements, validating invoices, and monitoring spend against budget. Partners with Marketing to execute recruitment marketing campaigns and keep candidate-facing content accurate, current, and on brand.

30

Develops rollout and adoption plans for new programs, processes, and tools, and creates toolkits, training materials, job aids, and FAQs. Facilitates briefings and working sessions that build hiring capability among recruiters, hiring managers, and field operations leaders, with particular focus on interview quality and selection consistency across the West region. Gathers feedback, monitors adoption, and recommends adjustments.

10

Defines success measures and reports on both West region hiring results and enterprise program performance, including source effectiveness, cost per applicant, cost per hire, time-to-fill, time-to-on-site, and candidate experience. Analyzes quantitative and qualitative data to identify trends, gaps, and opportunities, and provides recurring updates and recommendations to talent acquisition and operations leadership.

10

The total amount of time for all functions of the job

100%

Education:

• Bachelor’s degree in Human Resources, Business, Marketing, or a related field; OR equivalent combination of education and experience

Required Licensure, Certification, etc.:

• N/A; project or program management certification (PMP, CAPM) or HR certification (PHR, SHRM-CP) is desired

Work Experience:

• Five to seven (5-7) years of combined experience in full-cycle recruiting and talent acquisition program or project management; OR equivalent combination of education and experience
• Demonstrated experience recruiting both exempt/salaried and high-volume hourly roles, preferably across multiple states or markets
• Demonstrated success independently managing cross-functional programs or projects from planning through implementation, adoption, and evaluation
• Experience supporting a geographically distributed, multi-site hiring environment is desired
• Experience managing external vendors, contracts, and program budgets is desired

Knowledge:

• Working knowledge of full-cycle recruiting, sourcing channels, and applicant tracking systems
• Working knowledge of recruitment marketing and job board economics, including cost per click, cost per applicant, and sourcing channel performance
• Understanding of employment-related compliance requirements as they relate to hiring practices, record keeping, and vendor agreements
• Familiarity with West region labor markets, wage dynamics, and state-specific hiring and pay transparency requirements is desired

Skills:

• Strong sourcing, interviewing, and candidate assessment skills, with the ability to evaluate candidates consistently against defined role requirements
• Strong project management skills, including timeline development, milestone and stakeholder accountability, risk management, meeting facilitation, and status reporting
• Computer proficiency and technical aptitude with an ability to utilize MS Office (Excel, Word, Outlook, PowerPoint), applicant tracking and recruiting technology platforms, and reporting tools
• Ability to analyze quantitative and qualitative data, translate findings into clear recommendations, and present them to leaders
• Ability to balance an active requisition load with program deliverables, managing several priorities simultaneously while working under pressure to meet deadlines
• Ability to build relationships and influence without direct authority across corporate and field teams and with external partners
• Excellent written, verbal, and presentation skills to effectively address candidates, associates, leaders, and external partners
• Ability to work flexible hours, including evenings and weekends as needed to support hiring events and program deadlines
• Ability to represent the company effectively in a variety of settings with a demonstrated understanding and appreciation for diverse cultures

Authority to Act:

• Performs duties independently with minimal supervision, operating within established talent acquisition strategy, policies and procedures. Exercises judgment in candidate evaluation and hiring recommendations, in planning and prioritizing program work, and in recommending vendors, partners, and program changes for leadership approval. Mistakes/errors may result in delayed hiring, poor selection decisions, program disruption, poor candidate or client experience and/or unnecessary expense, all of which can have negative financial implications for the organization.

Budget Responsibility:

• The employee is accountable for tracking and managing assigned program, vendor, and recruitment marketing spend within the talent acquisition budget in partnership with the Director of Talent Acquisition.

The working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Requirements

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Lifting Requirements

Exerting up to 50 pounds of force occasionally, and/or up to 25 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects.

Working Environment

The majority of work will be performed in climate-controlled environment, but may be exposed to inclement weather and varying degrees of temperatures on occasion.

Travel

Travel of up to 35% may be required.