Senior Talent Acquisition Program Manager

Empower Pharmacy is a visionary healthcare company dedicated to making quality, affordable medication accessible to millions of patients nationwide. As the nation’s most advanced 503A compounding pharmacy and FDA-registered 503B outsourcing facility, we’re redefining what’s possible in personalized medicine and pharmaceutical manufacturing. We’re proud to be recognized as one of Houston’s fastest-growing private companies and ranked #116 in Healthcare & Medical on the Inc. 5000 List for 2025.

Our strength is built on four core values: People, Quality, Service, and Innovation. Guided by these principles, we’ve created a uniquely integrated healthcare platform powered by advanced technology, operational excellence, and a relentless commitment to patient care. From manufacturing and quality control to distribution and customer experience, our teams work together to raise industry standards, expand access to critical medications, and improve outcomes for patients and providers across the country.

At Empower, joining our team means more than starting a new role. It means becoming part of a mission-driven organization that’s transforming healthcare at scale. We invest deeply in our people, encourage bold thinking, and create opportunities for growth, leadership, and innovation at every level. Your ideas matter here, your development is supported, and the work you do has a direct impact on the lives of millions.

If you thrive in a fast-moving, purpose-driven environment where innovation, collaboration, and ambition come together, Empower Pharmacy is the place for you. Let’s transform healthcare together.

POSITION SUMMARY:

The Senior Talent Acquisition Program Manager leads the design, execution, and continuous improvement of strategic talent acquisition initiatives, with primary ownership of Early Careers programs and high-impact hiring strategies supporting Empower's growth. Operating within a hyper-growth, highly regulated 503A/503B environment, this role translates workforce priorities into scalable programs that strengthen talent pipelines, expand emerging talent partnerships, and improve organizational hiring readiness. The position drives cross-functional alignment, establishes program governance, manages complex initiatives, and delivers measurable outcomes through disciplined execution and data-informed decisions. Success requires strong recruiting expertise, strategic thinking, exceptional stakeholder influence, and the ability to anticipate challenges while balancing competing priorities. Using AI-enabled analysis and reporting to accelerate insights, this leader elevates program effectiveness, strengthens operational consistency, and builds sustainable talent acquisition capabilities that support Empower's evolving business needs and priorities.

RESPONSIBILITIES :

Early Careers Strategy and Program Development

Program Strategy: Design and lead a comprehensive Early Careers strategy encompassing internships, externships, full-time, emerging talent pipelines, and structured recruiting initiatives aligned with evolving workforce needs.

University Partnerships: Establish and strengthen relationships with universities, academic programs, and external organizations to expand access to qualified early-career talent and develop sustainable recruiting channels.

Talent Pathways: Develop scalable early-career engagement models, candidate experiences, and recruiting programs that strengthen employer visibility, improve talent conversion, and support future workforce capabilities.

Strategic Initiatives and Program Leadership

Strategic Ownership: Lead complex Talent Acquisition initiatives beyond Early Careers, including proactive talent pipelining, competitive hiring strategies, and prioritized programs that address business challenges.

Program Governance: Establish objectives, project roadmaps, milestones, success measures, and accountability frameworks while proactively managing dependencies, resolving risks, and maintaining disciplined execution across concurrent initiatives.

Business Alignment: Translate organizational hiring priorities into actionable program strategies, evaluate competing demands, and recommend adjustments that strengthen execution, scalability, and measurable business impact.

Talent Acquisition Operations and Performance

Pipeline Effectiveness: Partner with recruiting teams to evaluate candidate pipeline health, recruiting conversion, talent availability, and seasonal hiring patterns to inform targeted program improvements.

Performance Measurement: Define program success metrics, assess participation, stakeholder satisfaction, milestone achievement, and hiring outcomes, and deliver actionable recommendations based on validated performance insights.

Process Optimization: Develop repeatable playbooks, standardized workflows, and reporting practices that reduce execution variability, improve program efficiency, and support consistent adoption across Talent Acquisition initiatives.

Cross-Functional Influence and Stakeholder Leadership

Stakeholder Partnership: Influence and coordinate Talent Acquisition, Human Resources, business leaders, academic partners, and external stakeholders to align program objectives, clarify responsibilities, and resolve execution barriers.

Executive Communication: Prepare leadership presentations, program dashboards, and decision recommendations that clearly communicate progress, business impact, emerging risks, and actions required to maintain strategic alignment.

Program Enablement: Guide recruiters and cross-functional partners through program implementation, establish practical execution standards, and strengthen organizational capability through knowledge sharing, coaching, and structured feedback.

Innovation, Continuous Improvement and Operational Readiness

Analytical Insights: Apply AI-assisted trend analysis and reporting to identify pipeline opportunities, improve planning accuracy, and support validated recommendations that strengthen program effectiveness.

Continuous Improvement: Evaluate program outcomes, stakeholder feedback, and recruiting market developments to identify improvement opportunities, refine operating models, and strengthen long-term talent acquisition capabilities.

Operational Integrity: Maintain accurate program documentation, protect candidate information, and coordinate with appropriate partners to ensure recruiting initiatives follow established policies, privacy requirements, and applicable procedures.

KNOWLEDGE AND SKILLS:

Advanced knowledge of Talent Acquisition operations, Early Careers recruitment, university partnerships, talent pipeline development, candidate engagement, and strategic recruiting program design.

Strong program and project management expertise , including strategic planning, milestone management, risk mitigation, performance measurement, process improvement, and cross-functional execution.

Proven ability to influence senior stakeholders, present executive-level recommendations, facilitate competing priorities, and translate complex hiring challenges into actionable business solutions.

Proficiency with applicant tracking systems, project management platforms, Microsoft 365, dashboards, and AI-assisted reporting techniques supporting accurate analysis and program decisions.

EXPERIENCE AND QUALIFICATIONS :

Bachelor's degree in Human Resources , Business, Organizational Development, or a related discipline preferred; equivalent combinations of education and relevant experience considered.

Five or more years of combined Talent Acquisition and program or project management experience required , including full-cycle recruiting exposure and independent initiative ownership.

Demonstrated experience leading complex, cross-functional recruiting initiatives, managing multiple workstreams, influencing stakeholders, and delivering measurable improvements in program execution required .