Fast Facts

The Director of Strategy and Operations leads the development and execution of talent acquisition strategies, overseeing digital recruitment marketing, university recruiting, and operational excellence to attract top talent.

Responsibilities: Key responsibilities include managing digital recruitment marketing strategies, leading university recruitment initiatives, optimizing talent acquisition technology, supporting integration for new organizations, and driving operational excellence through performance metrics.

Skills: Required skills include strategic and operational leadership, digital recruitment marketing expertise, familiarity with recruiting technologies, strong analytical abilities, and experience in project management and stakeholder engagement.

Qualifications: Preferred qualifications include 7-10 years in strategy, operations, or talent acquisition roles with demonstrated success in handling complex projects and vendor management. A Bachelor's degree is required; an advanced degree is preferred.

Location: The job is located in Walnut Creek, CA, with occasional travel required.

Compensation: Not provided by employer. Typical compensation ranges for this position are between $120,000 - $180,000.

About the Opportunity

The Director of Strategy & Operations is a senior leader responsible for driving the systems, partnerships, and strategic initiatives that power a best-in-class talent acquisition function. This role oversees digital recruitment marketing, university and conference recruiting strategy, sourcing technology infrastructure, integration support for new partner organizations, and operational excellence across the team. The Director reports to the Senior Vice President of Talent Acquisition.

The Director will combine strategic vision with operational rigor, ensuring scalable, data-driven processes that enable the organization to attract high-quality talent efficiently and effectively.

Key Responsibilities

1. Digital Recruitment Marketing Strategy & Vendor Management

• Develop and execute a comprehensive digital recruitment marketing strategy aligned to workforce needs and growth goals.
• Oversee employer branding campaigns, paid media strategy, job board optimization, and talent pipeline marketing.
• Manage external vendor relationships (agencies, platforms, media partners), including contract negotiation, performance management, and ROI analysis.
• Continuously evaluate emerging tools, channels, and sourcing strategies to improve reach, conversion, and candidate quality.
• Manage historical pipeline and database of leads; create a multi-year prospect journey that engages leads as they mature in readiness for future certified/licensed positions.

2. University & Conference Recruitment Strategy

• Design and lead a national university recruitment strategy to build strong early-career talent pipelines.
• Identify and prioritize strategic campus partnerships aligned to hiring goals.
• Develop and oversee conference and event recruitment strategy to maximize brand visibility and candidate generation, both to build the long-term pipeline and to identify leads for immediate cultivation.
• Partner with internal stakeholders to ensure compelling representation at recruiting events.

3. Talent Acquisition Technology & Sourcing Infrastructure

• Own the design and optimization of the talent acquisition tech stack to drive efficient sourcing and lead generation.
• Evaluate, implement, and integrate recruitment tools (CRM, ATS enhancements, sourcing platforms, automation tools).
• Partner with IT and data teams to ensure seamless system integration, data integrity, and reporting capabilities.
• Leverage automation and analytics to improve productivity and candidate experience.

4. Integration Support for New Organizations

• Lead talent acquisition integration planning for newly acquired or partnered organizations.
• Assess existing recruitment processes and systems; recommend alignment strategies and best practices.
• Develop transition plans for systems, vendors, workflows, and reporting.
• Ensure continuity of hiring operations during integration periods.

5. Operational Excellence & Reporting

• Establish and monitor key performance indicators (KPIs) across sourcing, recruitment marketing, and hiring outcomes.
• Build dashboards and executive-level reporting to inform strategic workforce decisions.
• Drive process standardization, documentation, and continuous improvement across the talent acquisition function.
• Lead operational planning, capacity modeling, and budget oversight.

6. Manage a Team

• Set vision and direction for the operations team, translating organizational priorities into clear goals, expectations, and performance standards that guide day-to-day work.
• Manage execution and performance, ensuring strong operational results through clear accountability, regular coaching, and effective use of data to monitor progress and remove obstacles.
• Build and sustain a high-performing team by developing talent, retaining top performers, addressing performance issues when needed, and championing the organizationâs core values and team norms through consistent modeling and reinforcement.

Qualifications

• 7â10+ years of experience in strategy, operations, talent acquisition, or related leadership roles.
• Demonstrated experience leading digital recruitment marketing and managing external vendors.
• Strong understanding of recruiting technologies, CRM systems, and sourcing platforms.
• Experience supporting organizational growth, integration, or transformation initiatives preferred.
• Exceptional analytical skills with the ability to translate data into actionable strategy.
• Experience designing and executing university recruitment strategy.
• Proven ability to manage complex projects and cross-functional stakeholders.
• Bachelorâs degree required; advanced degree preferred.

Key Competencies

• Strategic thinking with strong execution capability
• Data-driven decision making
• Operational rigor and process design
• Vendor and partnership management
• Cross-functional collaboration and influence
• Change management and adaptability
• Optimism and creativity in the face of challenge

Note: Occasional travel required.

Founded and run by clinicians, SPG Therapy & Education is dedicated to helping kids. Come be part of a remarkable team that empowers real change in the lives of children and their families.

SPG Therapy & Education is an Equal Opportunity Employer. We do not discriminate in employment and personnel practices on the basis of race, sex, age, disability, religion, national origin or any other basis prohibited by applicable law.