Talent Acquisition Operations Supervisor

About the Role

The Talent Acquisition (TA) Operations Supervisor is a key role within the TA Operations team, responsible for overseeing the TA Coordinator group and driving operational excellence across the recruiting function. This role supports the scalability of the TA team by improving processes, enhancing candidate experience, and ensuring effective use of recruiting tools and systems. The supervisor oversees the TA Coordinator team, ensuring consistent execution of recruiting processes and high‑quality candidate interactions. They also act as the internal point of contact for TA‑related tools and systems, promoting adoption and compliance. Team Oversight includes hiring, onboarding, coaching, and supporting the TA Coordinators to maintain consistent recruiting standards and positive candidate experiences. Operational Efficiency is achieved by partnering with TA Supervisors and stakeholders to identify and implement process improvements that streamline recruiting operations and scale with business growth. Candidate Experience Oversight involves leading enterprise‑wide initiatives to improve candidate interactions, managing the candidate inquiry inbox, and ensuring timely, consistent communication. Internal Vendor Tool Utilization requires collaboration with the vendor management team to guarantee that recruiting tools are used effectively, consistently, and in compliance with established standards. Analytics & Insights entail reviewing and interpreting enterprise‑level recruiting metrics and trends, then providing actionable insights to enhance performance, compliance, and tool utilization. • Conduct 1:1 meetings, team meetings, and coaching sessions with TA Coordinators. • Collaborate with TA Leads to manage updates and changes to recruiting processes. • Prepare internal materials and agendas for quarterly and bi‑annual reviews of TA tools and systems. • Review SLA performance, recruiter tool usage, and other key operational metrics.

Key Responsibilities

• ▸tool management
• ▸process improvement
• ▸team coaching
• ▸candidate experience
• ▸metrics review
• ▸vendor management

What You Bring

Qualifications include a bachelor’s degree in Human Resources Management or a related field, 7+ years of recruiting/HR experience, strong analytical and problem‑solving abilities, and proficiency with ATS and HRIS platforms. The candidate must be detail‑oriented, proactive, and possess excellent communication and interpersonal skills. • Preferred certifications: PHR or SHRM‑CP. • Preferred certifications in TA technologies, data analytics tools, or project management (e.g., PMP, CAPM).

Requirements

• ▸phr
• ▸shrm‑cp
• ▸pmp
• ▸ats
• ▸hris
• ▸hr degree

Benefits

Benefits offered to eligible employees include medical, prescription drug and vision coverage, dental plans, a 401(k) with Mortenson match, paid time off and holidays, employer‑paid life, AD&D, and disability insurance, a no‑cost mental‑health resource, tuition reimbursement, adoption assistance, and a gym membership discount program. The base pay range for this role is $103,200‑$129,000, with additional location‑based adjustments for Denver, Chicago, Seattle, Portland, and Washington, D.C., and eligibility for Mortenson’s incentive plan. • Base pay adjustments: +5% for Denver, CO and Chicago, IL; +10% for Seattle, WA and Portland, OR; +12.5% for Washington, D.C.

Work Environment

Office Full-Time