PMO Lead - HR & Recruiting

About the Role

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. This hands-on operating role involves mapping current-state processes, diagnosing breakdowns, defining future-state solutions, building business cases, leading pilots, and establishing the operating discipline needed to scale improvements.

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, combining 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.

Responsibilities

• 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
  • 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.

Requirements

• 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.

Preferred Qualifications

• 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.

Skills

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.