Talent Acquisition Program Manager - Remote

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 Talent Acquisition Program Manager drives strategic hiring initiatives that strengthen Empower’s ability to attract exceptional talent within a hyper-growth, highly regulated 503A and 503B environment. This role owns end-to-end execution of enterprise Talent Acquisition programs, including Early Careers, Always-On Pipelining, Competitive Hiring, and strategic initiatives, ensuring projects remain aligned, visible, and deliver measurable business outcomes. Success in this role is measured through operational and program-delivery metrics—milestone adherence, execution quality, and stakeholder satisfaction—rather than recruiting-volume metrics. Leveraging AI as a force multiplier, the position accelerates planning, reporting, decision-making, knowledge management, and operational efficiency while maintaining quality, compliance, and candidate experience. Success requires Talent Acquisition expertise , disciplined project management, exceptional stakeholder partnership, and continuous improvement. This opportunity is designed for P80–P90 talent demonstrating strategic thinking, execution rigor, learning agility, and unwavering accountability for delivering scalable recruiting programs that create sustainable organizational impact.

RESPONSIBILITIES

Program Leadership

Program Ownership: Own end-to-end planning and execution of strategic Talent Acquisition programs, such as e arly c areers, proactive p ipelining, c ompet itive intelligence , and other prioritized initiatives. Develop comprehensive project plans, manage milestones, dependencies, risks, and deliverables while leveraging AI-enabled planning, documentation, and reporting tools to improve execution speed, stakeholder visibility, decision quality, and overall program performance across multiple concurrent workstreams supporting business growth.

Strategic Execution: Translate Talent Acquisition priorities into structured project roadmaps by defining objectives , timelines, success metrics, governance, and resource requirements. Balance competing priorities while proactively identifying risks, resolving issues, and utilizing AI-generated insights to strengthen planning accuracy, optimize resource allocation, improve execution consistency, and ensure projects deliver measurable business value aligned with organizational objectives and hiring strategies.

Risk Management: Establish disciplined project governance by monitoring progress, identifying emerging risks, escalating issues appropriately, and implementing mitigation strategies before challenges impact hiring outcomes. Utilize AI-assisted reporting, predictive analysis, and operational dashboards to improve visibility, support informed decision-making, strengthen accountability, and ensure strategic Talent Acquisition programs remain on schedule, within scope, and positioned for long-term success.

Talent Acquisition Expertise

Recruiting Partnership: Partner closely with recruiters, sourcers , Talent Acquisition leaders, and hiring managers to translate recruiting strategies into executable project plans that improve hiring outcomes. Apply practical expertise in sourcing, funnel management, candidate experience, employer branding, and workforce planning while leveraging AI tools to enhance planning, collaboration, documentation, and operational effectiveness without replacing sound recruiting judgment.

Pipeline Strategy: Support strategic hiring programs by understanding the unique objectives , timelines, and success measures associated with campus recruiting, evergreen talent pipelines, and competitive hiring initiatives. Monitor funnel health, identify substantive recruiting risks beyond project schedules, leverage AI-driven insights to recognize trends, and recommend corrective actions that strengthen pipeline quality and hiring effectiveness.

Program Excellence: Develop repeatable operating models, implementation plans, and recruiting playbooks that enable Talent Acquisition programs to scale consistently across business functions. Capture lessons learned, standardize best practices, and use AI-supported knowledge management to improve documentation quality, accelerate onboarding, preserve institutional knowledge, and continuously enhance execution across future hiring initiatives.

Cross-Functional Collaboration

Stakeholder Alignment: Serve as the central point of coordination across Talent Acquisition, Human Resources, Marketing, business leaders, universities, vendors, and external partners to maintain alignment, resolve dependencies, and ensure seamless execution. Facilitate productive discussions using structured communication, AI-assisted meeting preparation, and transparent reporting that builds trust, strengthens collaboration, and drives successful project outcomes.

Executive Communication: Deliver concise, data-driven updates that provide leaders with clear visibility into project health, hiring progress, program risks, and recommended actions. Develop executive-ready dashboards, presentations, and status reports enhanced through AI-generated analysis while ensuring messaging remains accurate , actionable, compliant, and aligned with organizational priorities and strategic workforce objectives .

Event Coordination: Coordinate recruiting events, career fairs, campus engagement activities, hiring campaigns, and cross-functional initiatives that strengthen employer branding and talent attraction efforts. Manage logistics , communications, stakeholder readiness, and execution plans while utilizing AI to streamline planning activities, improve scheduling efficiency, enhance candidate experiences, and maximize program effectiveness throughout each recruiting cycle.

Operational Excellence

Performance Analytics: Measure and communicate program effectiveness through meaningful recruiting metrics, dashboards, and business insights including pipeline health, conversion rates, hiring velocity, and program outcomes. Leverage AI-powered analytics to identify trends, forecast opportunities, uncover operational improvement areas, and equip leaders with actionable recommendations that strengthen recruiting performance and strategic decision-making.

Process Improvement: Evaluate Talent Acquisition workflows to identify inefficiencies, eliminate unnecessary complexity, standardize operating