Senior Manager, Talent Acquisition Operations

The Senior Manager, Talent Acquisition Operations is responsible for the architecture, governance, workflow, and reporting of the TA operations function, in addition to the day to day execution and continuous improvement of the TA function’s operational infrastructure.  This role is also expected to connect TA operations directly to business impact metrics beyond headcount—driving quality of hire, early productivity, and talent density as strategic outcomes.  

This position is a hybrid role based in Frisco, TX, with in-office work from Tuesday to Thursday and remote work on Monday and Friday.

Key Responsibilities

• Process Management and Optimization
  • Oversee end-to-end TA processes including requisition management, candidate pipeline management, offer processing, and onboarding handoff. Identify and implement improvements to recruitment processes and candidate experience based on data insights and best practices.
  • Maintain and optimize the applicant tracking system (ATS) and candidate relationship management (CRM) platform to ensure data quality, workflow efficiency, and user adoption.
• Analytics & Business Measurement
  • Build and maintain baseline recruiting dashboards covering speed (time-to-fill, hiring velocity), quality (quality of hire, hiring manager satisfaction, candidate satisfaction), and effectiveness (source of hire, interview-to-hire ratios).
  • Translate data into actionable insights and present them to TA leadership and business stakeholders.
  • Partner with analytics teams to develop role-based dashboards and ensure access to meaningful visualizations.  
  • Develop and own a comprehensive analytics capability that links TA outcomes to business performance—beyond efficiency metrics to include quality of hire, early employee productivity, retention, and talent density.
  • Lead the evolution from standard dashboards to systemic business analytics, connecting hiring data with financial, operational, and workforce data.
• Technology and Systems
  • Serve as the operational owner of the TA technology stack, including the ATS, CRM, assessment tools, and AI-powered sourcing platforms.
  • Support integration of new AI tools into the recruiting workflow while ensuring recruiter adoption and appropriate governance guardrails.
• Team Leadership and Development
  • Lead TA Operations Technology function that includes two senior analysts.
  • Set team goals, develop succession plans, and drive a culture of continuous improvement and strategic thinking.
• Compliance and Governance
  • Ensure all TA processes comply with employment law, data privacy requirements, and ethical recruitment practices.
• Stakeholder Collaboration
  • Partner with recruiters, HR technology, ITHR business partners, and compensation analysts to ensure smooth operation of the selection and offer process.
  • Monitor metrics to ensure hiring goals are on track and intervene to problem-solve when needed.
• Vendor and Ecosystem Management
  • Manage day to day TA vendor ecosystem, including partnerships, technology vendors, and assessment providers.

• Salary Range: $130,700 - $180,000
• Actual placement within the compensation range may vary depending on experience, skills, and other factors
• Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
• Annual bonus based on performance and eligibility

• 8–10+ years of experience in talent acquisition or HR operations, with at least 3–5 years in a leadership role
• Proven track record of leading TA technology transformations and AI integration initiatives
• Expert-level proficiency with TA analytics and the ability to connect TA data to business outcomes
• Strong AI literacy: ability to evaluate, implement, and govern AI-powered recruiting tools
• Experience managing vendor relationships and RPO partnerships
• Executive presence and ability to influence senior leadership and cross-functional partners
• Deep understanding of skills-based hiring, internal mobility, and talent density as strategic TA outcomes
• Experience with global or enterprise-scale TA operations preferred

Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott’s®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single‑serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet’s, L’OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.

We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.

Whatever your area of expertise, at KDP you can be a part of a team that’s proud of its brands, partnerships, innovation and growth. Will you join us?

Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.

A.I. Disclosure: 
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles.  AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members.  If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.