Recruiting Project Manager

POSITION SUMMARY

The Recruiting Project Manager is responsible for building and managing the recruiting programs, processes, sourcing channels, external-partner model and operational infrastructure that enable Talent Acquisition to scale with hiring demand and deliver against the organization’s workforce plan. This role evaluates recruiting capacity, strengthens sourcing strategy, improves recruiting operations and technology, and uses data to identify the most effective way to address hiring demand.

JOB FUNCTIONS AND KEY RESPONSIBILITIES

• Develop and manage recruiting programs that support the organization’s workforce and growth plans.
• Evaluate the effectiveness of employee referrals, direct sourcing, job boards, industry partnerships, externalsourcing partners and other recruiting channels.
• Maintain a multi-path recruiting strategy that reduces reliance on any single source of talent.
• Recommend the appropriate sourcing approach based on position type, geography, skill availability, urgency, cost and organizational risk.
• Lead and continuously improve the employee referral program.
• Monitor emerging recruiting practices and recommend new programs or channels when they can improve quality, speed, capacity or cost.
• Translate workforce plans and hiring forecasts into recruiting-capacity requirements.
• Develop and maintain a capacity model that accounts for requisition volume, position complexity, sourcing intensity, geography and stage of recruitment.
• Monitor recruiter workloads, hiring demand and anticipated capacity gaps.
• Identify whether recruiting constraints are related to sourcing, coordination, recruiter capacity, specialization or process inefficiency.
• Establish capacity thresholds and escalation triggers that allow Talent Acquisition to respond before hiring demand affects business execution.
• Support leadership decisions regarding permanent recruiting headcount, flexible recruiting capacity and external recruiting investment.
• Build and manage a preferred network of external recruiting and sourcing partners.
• Establish defined partner lanes based on job family, geography, hiring volume and required specialization.
• Lead partner selection, contracting, onboarding and implementation in partnership with key stakeholders.
• Establish service-level expectations, operating procedures, candidate-ownership rules and escalation protocols.
• Allocate work to external partners based on business demand, internal capacity and demonstrated partner performance.
• Manage partner performance, spending, service quality and compliance.
• Conduct regular partner reviews and make recommendations regarding continued use, corrective action, expansion or termination.
• Ensure external partners operate as an extension of the internal Talent Acquisition team while maintaining internal ownership of hiring-manager and candidate relationships.
• Establish consistent service levels and workflows for interview scheduling, candidate logistics, recruiting events, offer administration and other recruiting-support activities.
• Identify work that can be centralized, standardized, redistributed or automated.
• Ensure recruiting processes deliver consistent and efficient experience for candidates, hiring managers and recruiters.
• Clarify responsibilities across recruiters, coordinators, external partners and other stakeholders.
• Resolve operational issues that create delays, duplication or unclear ownership.
• Develop reporting and scorecards that provide visibility into hiring demand, recruiting capacity, funnel health, sourcing effectiveness and recruiting economics.
• Use data to determine which recruiting sources and partners are most effective by position type and location.
• Identify trends, risks and capacity constraints and translate findings into clear recommendations for Talent Acquisition leadership.
• Maintain data quality and consistent measurement standards across recruiting programs.
• Provide recurring updates to leadership regarding demand, capacity, performance, cost and emerging risks.
• Establish clear governance for recruiting programs, sourcing channels, external partners and flexible capacity.
• Evaluate and improve recruiting workflows, policies, standards and service levels.
• Develop and maintain recruiting playbooks, standards and tools that enable consistent execution across the recruiting team.
• Identify opportunities to improve the applicant-tracking system and related recruiting technologies.
• Evaluate opportunities to use artificial intelligence and automation to improve recruiter productivity, candidate engagement and process efficiency.
• Partner with HR Technology and other stakeholders to implement system or workflow improvements.
• Ensure recruiting processes and external-partner practices align with company policies, legal requirements and data-privacy expectations.
• Maintain documentation, playbooks and operating procedures for key recruiting programs.
• Provide recruiters with practical tools, data and sourcing support that allow them to focus on higher-value recruiting activities.
• Other duties as assigned.

MINIMUM ESSENTIAL QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, Organizational Development or a related field, or equivalent relevant experience.
• Seven or more years of experience in Talent Acquisition, recruiting operations, program management, workforce planning, vendor management or a related field.
• Demonstrated experience designing or managing recruiting programs, processes or sourcing strategies.
• Experience managing external recruiting agencies, sourcing partners or other contingent recruiting resources.
• Strong understanding of recruiting funnels, sourcing channels, recruiting-capacity planning and Talent Acquisition performance measures.
• Strong demonstrated ability to analyze data, identify trends and translate findings into practical business recommendations.
• Strong program- and project-management skills, including the ability to manage multiple priorities and stakeholders.
• Strong vendor-management, negotiation and performance-management skills.
• Strong communication and stakeholder-management skills.
• Ability to operate strategically while maintaining attention to operational details.
• Demonstrated judgment regarding when to standardize, automate, centralize, outsource or retain work internally.
• Experience leading change and gaining adoption of new programs, tools and processes.

PREFERRED QUALIFICATIONS

• Experience supporting recruiting within the energy, midstream, industrial, engineering or field-operations environment.
• Experience supporting a high-growth organization or significant workforce expansion.
• Experience implementing recruiting technology, workflow automation or artificial-intelligence solutions.
• Experience developing Talent Acquisition dashboards, capacity models or source-effectiveness reporting.
• Experience establishing or transforming a preferred recruiting-partner network.

EQUAL EMPLOYMENT OPPORTUNITY

Targa Resources provides equal employment opportunities based on merit, experience, and other work-related criteria and without regard to race, color, ethnicity, religion, national origin, sex, age, pregnancy, disability, veteran status, or any other status protected by applicable law. We also strive to provide reasonable accommodation to employees’ beliefs and practices that do not conflict with Targa’s policies and applicable law. We value the unique contributions that every employee brings to their role with Targa.