PMO Lead - HR & Recruiting

If you've ever looked at an HR or Talent Acquisition process and thought, "There has to be a better way," this role is for you.

You'll partner with HR and Talent Acquisition leaders to identify operational friction, redesign workflows, and lead initiatives that improve efficiency, employee experience, and scalability. You'll bring structure to ambiguity, turning opportunities into measurable business outcomes and helping HR operate smarter—not just work harder.

This is a hands-on operating role. You will map current-state processes, diagnose breakdowns, define future-state solutions, build business cases, lead pilots, and establish the operating discipline needed to scale improvements.

The Role

JDA TSG is building a Program Management Office (PMO) to serve as the execution engine of the business—providing the structure, governance, and operating discipline needed to evaluate opportunities, prioritize investments, execute initiatives, and measure impact.

As the PMO Lead for HR & Talent Acquisition, you'll serve as HR's strategic improvement partner. You'll combine program management, business process improvement, and Lean transformation practices to help teams solve operational challenges, simplify workflows, and deliver measurable improvements.

You must be able to build credibility quickly, align diverse stakeholders around a shared objective, navigate competing priorities, and drive decisions through collaboration rather than hierarchy. Your ability to gain buy-in, challenge thinking constructively, and create momentum across functions will be as important as your program management expertise.

Partner with HR & Talent Acquisition Leaders

• Build trusted partnerships with HR and Talent Acquisition leaders to understand business priorities, workforce goals, and operational challenges.
• Identify and evaluate improvement opportunities based on business impact, operational pain points, and scalability.
• Maintain a prioritized improvement portfolio with clear ownership, timelines, success metrics, and business value.

Drive Cross-Functional Execution

• Partner with HR, Talent Acquisition, Technology, Finance, and Operations teams to deliver strategic initiatives.
• Establish alignment on scope, ownership, milestones, dependencies, and decision points.
• Manage initiative execution through structured planning, risk management, stakeholder communication, and progress tracking.

Lead HR & Talent Acquisition Transformation Initiatives

• Lead initiatives from discovery through implementation, applying Lean transformation and business process improvement methodologies.
• Analyze and redesign workflows across areas including:
• Talent acquisition funnel efficiency and conversion
• Time-to-fill and requisition aging
• Candidate experience and engagement
• Interview coordination and scheduling
• Background checks and compliance workflows
• Onboarding processes
• Seasonal and high-volume hiring scalability
• HR ticketing and employee support operations
• HRIS and ATS workflow optimization
• Manage pilots, measure outcomes, and recommend whether initiatives should scale, improve, or stop.

Measure Impact & Enable Continuous Improvement

• Define success metrics, establish reporting, and measure business impact through dashboards and operational insights.
• Identify opportunities to automate manual work and leverage AI-enabled solutions to improve efficiency and scalability.
• Establish repeatable processes, documentation, and improvement practices that enable ongoing operational excellence.

What Success Looks Like

First 30 Days: Learn, Assess, and Prioritize

• Build relationships with HR, Talent Acquisition, Technology, Finance, and Operations leaders.
• Understand current processes, systems, metrics, and operational challenges.
• Map key workflows and identify bottlenecks, inefficiencies, and improvement opportunities.
• Deliver a prioritized improvement roadmap with business value, owners, and success metrics.

60 Days: Execute and Build Momentum

• Launch one or more high-impact improvement initiatives.
• Align stakeholders on scope, milestones, ownership, and success criteria.
• Establish governance routines, initiative tracking, and stakeholder communication.
• Deliver measurable progress through process improvements or pilot execution.

90 Days: Establish the Operating Model

By day 90, you will have established the foundation for a scalable HR and Talent Acquisition improvement model:

• Operating cadence established with HR and Talent Acquisition leaders.
• Prioritized backlog of improvement initiatives aligned to business priorities.
• One to two initiatives fully scoped with owners, timelines, and success metrics.
• At least one cross-functional pilot launched and measuring impact.
• Baseline operational metrics established.
• First data-backed recommendation delivered to leadership.

Role Boundaries

You do not own HR or Talent Acquisition operations—you own the engine that helps them improve. Through disciplined program management, Lean process improvement, and cross-functional execution, you create the structure needed to identify opportunities, deliver solutions, and achieve measurable business impact.

What You'll Bring

• 5+ years leading cross-functional programs in HR Operations, Business Operations, Program Management, Consulting, or similar environments.
• Experience applying Lean transformation and business process re-engineering principles to improve complex workflows.
• Ability to map current-state processes, identify root causes and bottlenecks, design future-state workflows, and implement scalable improvements.
• Experience using continuous improvement methodologies such as Value Stream Mapping (VSM), A3 problem solving, 5S, Gemba walks, root cause analysis, and process gap assessments.
• Ability to diagnose operational breakdowns across HR and Talent Acquisition processes and translate insights into measurable improvements.
• Experience driving adoption through stakeholder alignment, change management, and sustainable operating practices.

Bonus Points

• Experience with HR technology, Talent Operations, or People Operations.
• Experience implementing AI, automation, or workflow improvements that reduce manual effort or improve employee experience.
• Background in staffing, consulting, professional services, or high-growth environments.
• Certifications such as Lean Six Sigma, Agile/ACP, PgMP, PMP, or Prosci/ADKAR.

You are a business process thinker who thrives in ambiguity and enjoys solving complex operational challenges. You combine analytical rigor with strong relationship-building skills, bringing structure to unclear problems and helping teams turn ideas into scalable solutions.

You are curious, pragmatic, and motivated by continuously finding better ways for the business to operate.

About JDA TSG: 

Since 2011, our mission has remained the same: to partner with clients to help solve the toughest problems facing their businesses. We have been successful by applying a dynamic and forward-facing approach to business process improvement, outsourced managed services, and best leveraging of technologies and talent solutions. 

Our core values provide the framework that allows us to continually focus on what made us successful in the first place. Quite simply, our values inform everything that we do. We knew from day one that if we hired smart, passionate people and provided them meaningful yet challenging roles, we would thrive as an organization. 

Benefits and Perks: 

• Healthcare - Comprehensive coverage for you and your family 

• Employee Assistance Program - Get support when you or your family need it with counseling and coaching 

• 401K with company match 

• Paid time off 

• Paid parental leave 

• Volunteer Day Off 

• Life insurance - Protect your loved ones and their future 

• Business travel accident insurance