Talent Acquisition Operations Manager

At SSA, we're Unapologetically Family — it's who we are and how we show up for each other, for our 90+ cultural attraction partners, and for the more than 100 million guests we welcome each year. We laugh, we celebrate our wins, and we learn from our mistakes together. That family mindset shapes 452 Hospitality, the heartbeat of everything we do: creating special moments of hospitality that have a lasting impact, before, during, and after every guest visit. We bring together admissions, culinary, and retail to shape one seamless guest experience across the full Hospitality Experience Journey. Whether you're looking for your first job, building your career, or bringing years of experience to a new role, you'll be part of a team that values your ideas, supports your growth, and encourages you to make an impact. More than 54% of our leaders are promoted from within — proof that when we say we invest in people, we mean it.

About the role

The TA Operations Manager owns the infrastructure, tools, and compliance backbone behind SSA's hiring process, ensuring every requisition moves through a clear, well-governed workflow from intake to shortlist. This role does not source, screen, or interview candidates directly — instead, they build the systems, train leaders and subject matter experts to run their own hiring, and put safeguards in place so nothing gets dropped or creates legal exposure. The TA Operations Manager operates with an AI-native mindset, actively embedding AI into hiring workflows for screening, scheduling, and candidate communication rather than simply adopting existing tools. They lead the People Operations Coordinators who support the administrative backbone of the hiring process, and they partner closely with People Systems and the field-based People Operations District Managers (PODMs) to keep awareness of open roles and process status from ever dropping. Their core responsibility is translating enterprise hiring standards into a workflow, toolset, and enablement program that hiring managers across SSA can run with confidence and consistency.

Responsibilities

• Workflow Ownership
  • Own the TA workflow end to end, from requisition intake through candidate shortlist delivery.
  • Ensure the recruitment system, tools, and workflows are optimized for high-volume hourly and seasonal hiring, enabling field units to independently execute recruiting plans.
  • Validate incoming requisitions against approved headcount and org structure before posting.
  • Manage handoff points across the hiring process, so each stage has a single clear owner.
  • Identify and close workflow gaps before they result in dropped candidates or delayed fills.
  • Build and maintain reporting metrics - tracking performance over time and identifying trends that inform process improvements.
  • Oversee the TA operations budget, including job board spending and recruiting technology costs, ensuring spend stays aligned with approved parameters.
  • Monitor external talent market trends that may affect hiring strategy.
• Systems and AI Integration
  • Direct ATS and job board integration and workflow changes in partnership with People Systems, setting requirements and priorities.
  • Work hands-on within hiring tools to the extent of personal technical capability, rather than relying solely on People Systems to execute every change in the HRIS system.
  • Embed AI into the hiring workflow to drive efficiency in screening, scheduling, and candidate communication.
  • Evaluate and pilot emerging AI tools and approaches, including building lightweight internal tools, to strengthen hiring workflow efficiency.
• Compliance and Risk
  • Own the compliance architecture of the hiring process, including headcount and org validation.
  • Ensure AI disclosure requirements are met and candidates who opt out of AI screening are properly flagged and routed.
  • Ensure accommodation requests are captured and handled correctly at the front end of the process.
  • Monitor process compliance risk and escalate gaps to the Director, People Operations before they become exposure.
• Leader and SME Enablement
  • Train and certify GMs and SMEs on interview best practices, structured interview guides, and legally defensible screening.
  • Equip hiring managers to own their interview and selection process, with TA Operations providing workflow, tools, and guardrails rather than executing the hire.
  • Build and maintain training materials and certification standards for hiring manager enablement.
  • Provide direct, hands-on recruiting support for key leadership and other high-priority positions.
• People Management
  • Manage the Talent Acquisition team, ensuring positive applicant experience, overseeing their administrative workflow across hire dates, HR records, and systems-related tasks.
  • Partner with People Operations District Managers (PODMs) as the continuity layer between TA Operations and the field, so awareness of open roles and process status never drops.
  • Coach and develop the team’s capability and accountability, while proactively stepping in to maintain requisition momentum when timelines are not met.

Requirements

• Must be located within the Denver Metro Area. This is primarily an HQ/office-based role; occasional travel to field locations for training and enablement sessions (low frequency expected).
• Ability to work extended hours during peak hiring and seasonal ramp-up periods as business needs require.
• Comfortable working within and configuring digital systems and platforms for extended periods.
• Standard office physical requirements.

Qualifications

• Demonstrated success building or improving talent acquisition workflows, systems, and compliance processes at scale.
• Experience directing ATS and job board configuration or working hands-on within hiring systems and tools.
• Proven ability to train and certify leaders on structured, legally defensible interview and screening practices.
• Experience embedding AI tools into operational workflows, with a genuine AI-native approach to process design.
• Experience building projects in Claude or using Claude Code as a non-developer is a plus.
• Demonstrated people management experience, including developing coordinator- or specialist-level team members.
• Bachelor's degree preferred; equivalent combination of education and demonstrated leadership experience considered.

Work Environment

The TA Operations Manager operates primarily in an HQ/office setting, working across systems, training sessions, and cross-functional planning with People Systems, PODMs, and hiring leaders across the portfolio. The pace shifts with seasonal hiring demand — steady systems and enablement work most of the year, with intensified focus during peak hiring windows. The role calls for strong organizational discipline, comfort operating inside digital tools and workflows, and the ability to hold multiple stakeholders accountable to a shared process.

Benefits

• Full-Time, Exempt position.
• $75 monthly cell phone stipend.
• Flex Time Off: no accruals; employees are encouraged to schedule time off as needed within business scope.
• Medical, Dental, Vision, Life Insurance, and other voluntary benefits for you and your family; employee premiums applicable.
• Participation in a 401(k) program with a 15% company match (must be 21 years or older, eligible after one year of employment with 1,000 hours worked, available to enroll during Open Enrollment Periods).
• Short-Term Disability and Long-Term Disability, employer sponsored; scaled salary pay following submission and approval of leave.
• Parental Leave: Birthing Parent Plan covers up to (6-8) weeks fully paid leave, based on the birthing event.
• SSA Paid Benefit: Up to 120 hours of Paid Leave for qualifying reasons, including Parental Bonding and your family’s serious medical conditions.
• Up to 5 days Paid Bereavement Leave.
• On-Demand Pay Program: Get access to a portion of earned wages before payday.
• Meal Plan & Employee Discounts where applicable.
• Paid sick leave is provided in accordance with applicable state and local laws. Accrual rates, caps, and usage rules vary by location. Locations include: Arizona, California, Chicago, Pittsburgh, Connecticut, Illinois, Massachusetts, Michigan, Minnesota, Missouri, New Mexico, New York, Rhode Island, Washington, D.C.
  • Colorado: Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to 48 hours per year, under the Healthy Families and Workplaces Act (HFWA).
  • Maryland: Employees accrue at least 1 hour of paid sick and safe leave for every 30 hours worked, up to 40 hours per year, as required under the Maryland Healthy Working Families Act.
  • Washington: Employees accrue 1 hour of paid sick leave for every 40 hours worked, in accordance with the Seattle Paid Sick and Safe Time.

Pay

Competitive salary commensurate with experience.