Associate Director, Talent Acquisition Operations

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Why join Harvard University Central Administration?

Harvard University's Central Administration (CADM) is a 5,000+ employee organization that supports the university's overall excellence by understanding and serving the needs of its schools, students, faculty, staff, alumni, and surrounding communities. Through dynamic and collaborative partnerships, CADM provides high-quality and efficient services to the schools to help them achieve their goals.

Harvard Human Resources is seeking an Associate Director, Talent Acquisition Operations to drive operational excellence, consistency, and innovation across the University’s talent acquisition function.

Reporting to the Managing Director, Talent Acquisition & Outreach, the Associate Director will lead a small team and oversee the systems, programs, processes, and partnerships that support recruiters, hiring managers, and candidates across the University. This role will modernize talent acquisition operations, optimize technology and workflows, strengthen compliance, and improve the recruitment experience.

The ideal candidate will bring extensive talent acquisition experience and strong operational, project management, technology, and stakeholder leadership skills. They will use data, collaboration, and continuous improvement to deliver scalable, effective recruiting solutions.

Job-Specific Responsibilities

Lead a team that serves as the primary resource for University recruiters regarding technical and process training, guidance, and communications. Ensure the quality, consistency, and effectiveness of that support while applying full life-cycle recruiting expertise to promote compliance with applicable laws and OFCCP regulations and maximize the value of talent acquisition investments.

Additionally, you will be responsible for: 

Strategy

•    Research external market trends, tools, labor-market conditions, candidate expectations, and talent acquisition best practices; advise leadership on implications and potential responses.
•    Use data and stakeholder feedback to identify opportunities for operational improvement, innovation, and increased efficiency.
•    Develop and maintain a Talent Acquisition Operations roadmap aligned with University strategy and stakeholder priorities.

Compliance and Risk Management

•    Ensure recruitment processes, systems, and programs align with University policies, compliance requirements, and applicable OFCCP regulations.
•    Support talent acquisition contracting and vendor agreements in partnership with Strategic Procurement.

Continuous Improvement

•    Partner with stakeholders to identify and prioritize enhancement opportunities and maintain a talent acquisition technology backlog.
•    Lead the evaluation, prioritization, and implementation of approved process and technology enhancements.

People Leadership & Team Development

•    Set clear direction, priorities, and expectations while empowering team members to work with autonomy, accountability, and sound judgment.
•    Provide ongoing coaching, feedback, and development conversations to strengthen strategic thinking, confidence, and effectiveness.

TA Systems Ownership & Continuous Improvement

•    Oversee recruitment-related systems, platforms, integrations, workflows, and operational metrics.
•    Provide or oversee applicant tracking system administration, including configuration, business processes, notifications, auditing, data quality, reporting, and troubleshooting.
•    Partner with HR Technology, Information Technology, HRIS, and external vendors to optimize system functionality, integrations, workflows, and identify workflow/configuration changes needed to drive operational efficiency.
•    Manage relationships with recruitment technology vendors and system partners.

Stakeholder Engagement and Enablement

•    Serve as a strategic resource and escalation point for recruiters and TA leaders regarding recruiting technology, processes, policies, and practices; chair the University recruitment governance committee.
•    Foster collaboration among Talent Acquisition leaders across the University.
•    Develop and coordinate training, communications, guidance, and enablement resources for the University recruitment community.
•    Strengthen the identity, voice, and positioning of Talent Acquisition Operations by clearly communicating its role, capabilities, value, and engagement model while surfacing insights and improvement opportunities.

TA Programs

•    Oversee the Contingent Workforce Program, including the managed service provider, program performance, policies, guidelines, and stakeholder communications.
•    Serve as product owner for the University-wide LinkedIn talent acquisition program, including guidelines, engagement practices, vendor management, and quarterly business reviews.
•    Partner with HHR Communications on recruitment marketing, employment branding, content development, and annual communications planning.

Basic Qualifications:

• Bachelor’s degree or equivalent work experience required
• Minimum of 8 years’ relevant HR experience
• Project and/or program management experience
• Supervisory experience

Additional Qualifications and Skills:

• Advanced knowledge of employment laws and other applicable federal, state, and local regulations
• Ability to prioritize work, effectively manage multiple tasks and stakeholders simultaneously, take initiative, and demonstrate strong reasoning and critical thinking skills.
• Strong collaborator who emphasizes team success over individual success and builds working relationships with internal and external stakeholders  
• Demonstrated ability to collaborate and influence at all levels
• A curious mindset that allows you to constantly learn and challenge the status quo.  
• Strong project management skills and keen attention to detail
• Highly adaptable with the proven ability to drive results in an ever-changing environment and comfort in operating “in the gray” when necessary
• Excellent organizational, communication, and interpersonal skills 

• Standard Hours/Schedule: 35 hours per week
• Visa Sponsorship Information: Harvard University is unable to provide visa sponsorship for this position
• Pre-Employment Screening: Identity, Education, Criminal

Work Format Details

This position has been determined by school or unit leaders that some of the duties and responsibilities can be effectively performed at a non-Harvard location. The work schedule and location will be set by the department at its discretion and based upon operational needs. When not working at a Harvard or Harvard-designated location, employees in hybrid positions must work in a Harvard registered state in compliance with the University’s Policy on Employment Outside of Massachusetts. Additional details will be discussed during the interview process. Certain visa types and funding sources may limit work location. Individuals must meet work location sponsorship requirements prior to employment.

Salary Grade and Ranges

This position is salary grade level 059. Please visit  Harvard's Salary Ranges  to view the corresponding salary range and related information. 

Benefits

Harvard offers a comprehensive benefits package that is designed to support a healthy work-life balance and your physical, mental and financial wellbeing. Because here, you are what matters. Our benefits include, but are not limited to: 

• Generous paid time off including parental leave 
• Medical, dental, and vision health insurance coverage starting on day one 
• Retirement plans with university contributions 
• Wellbeing and mental health resources 
• Support for families and caregivers 
• Professional development opportunities including tuition assistance and reimbursement 
• Commuter benefits, discounts and campus perks 

Learn more about these and additional benefits on our Benefits & Wellbeing Page. 

EEO/Non-Discrimination Commitment Statement

Harvard University is committed to equal opportunity and non-discrimination. We seek talent from all parts of society and the world, and we strive to ensure everyone at Harvard thrives. Our differences help our community advance Harvard's academic purposes.

Harvard has an equal employment opportunity policy that outlines our commitment to prohibiting discrimination on the basis of race, ethnicity, color, national origin, sex, sexual orientation, gender identity, veteran status, religion, disability, or any other characteristic protected by law or identified in the university's non-discrimination policy. Harvard's equal employment opportunity policy and non-discrimination policy help all community members participate fully in work and campus life free from harassment and discrimination.