Job Description

Your Role

The Talent Acquisition team supports Stellarus' mission to power a healthcare system that is worthy of our family, friends, and neighbors and is sustainably affordable. The Senior Manager, Talent Acquisition oversees recruitment for critical technology, product, and digital roles while leading a high performing team of recruiters. This role operates in a fast-moving environment and is essential to establishing Stellarus as a modern, scalable employer of choice in the healthcare system.

The Senior Manager, Talent Acquisition reports to the Senior Director, Talent Acquisition and partners closely with business leaders and HR Business partners to shape workforce plans, build future ready recruiting strategies, and ensure a best-in-class candidate and hiring manager experience. In this role, you will help Stellarus evolve by establishing best in class recruiting processes, developing strategic partnerships, and building talent pipelines.

Our leadership model is about developing great leaders at all levels and creating opportunities for our people to grow - personally, professionally, and financially. We are looking for leaders who are energized by creative and critical thinking, building and sustaining high-performing teams, delivering results the right way, and fostering continuous learning.

Responsibilities

Your Work

In this role, you will:

• Lead, develop, and manage a team of recruiters to support Stellarus' rapid growth and evolving talent needs. Provide clear performance expectations, development feedback, and opportunities for team learning and experimentation.
• Manage various Talent Acquisition functions including recruiting strategy, processes, technology, coordination and partnerships. Create a culture of agility, innovation, and continuous improvement aligned to Stellarus' values.
• Develop strong relationships at all levels of Stellarus' organization and across all HR centers of excellence. Build deep partnerships with Technology and Product leaders to anticipate talent needs, refine role definitions, and influence workforce planning.
• Propose and implement various controls to ensure compliance with relevant federal agencies (EEOC, OFCCP, DOL, etc.) as well as obligations under federal, state and local contracts.
• Lead full cycle recruitment for high priority roles across technology, digital product, architecture, engineering, data, and cybersecurity.
• Develop pipelines using innovative sourcing channels, technical networks, and emerging platforms. Use data, dashboards, and market insights to advise leaders on talent trends, competitive risks, and recruitment performance.
• Partner with People Business Partners and cross functional leaders on long-term workforce planning and organizational design needs.
• Operate with a strong sense of urgency and adaptability, thriving in an environment with evolving priorities and ambiguity. Continuously evaluate opportunities to innovate and improve processes to meet the needs of the business.

Qualifications

Your Knowledge and Experience

• Requires a bachelor's degree or equivalent experience.
• Requires 10+ years of Talent Acquisition experience, including at least 4 years leading teams.
• Requires proven ability to build and scale recruiting functions in fast moving, high growth, or startup organizations.
• Requires advanced Talent Acquisition expertise, including technical recruiting acumen, strategic planning, and decision-making capabilities.
• Requires experience supporting IT, engineering, and digital product recruiting initiatives. Workday implementation experience is a plus.
• Requires strong data literacy, with the ability to leverage dashboards and analytics to measure performance and optimize outcomes.
• Requires demonstrated ability to influence leaders at all levels and introduce new approaches to improve talent outcomes.
• Requires comfort operating within both highly regulated environments and high agility, fast development cycles.
• Requires ability to scale processes using iterative testing, tooling enhancements, automation, and continuous improvement approaches.

About the Team

About Blue Shield of California and the Ascendiun Family of Companies

As of January 2025, Blue Shield of California became a subsidiary of Ascendiun. Ascendiun is a nonprofit corporate entity that is the parent to a family of organizations including Blue Shield of California and its subsidiary, Blue Shield of California Promise Health Plan; Altais, a clinical services company; and Stellarus, a company designed to scale healthcare solutions. Together, these organizations are referred to as the Ascendiun Family of Companies.

At Ascendiun, we believe in a brighter future for healthcare. As the parent to a family of four innovative healthcare companies, we're reimagining what's possible. Ascendiun is guided by the goal of transforming a dysfunctional American health care system into one worthy of our family and friends and sustainably affordable for everyone.

To achieve our mission, we foster an environment where all employees can thrive and contribute fully to address the needs of the various communities we serve. We are committed to creating and maintaining a supportive workplace that upholds our values and advances our goals.

Our Values:

• Honest. We hold ourselves to the highest ethical and integrity standards. We build trust by doing what we say we're going to do and by acknowledging and correcting where we fall short.
• Human. We strive to listen and communicate effectively, and showing empathy by understanding others' perspectives.
• Courageous. We stand up for what we believe in and are committed to the hard work necessary to achieve our ambitious goals.

Our Workplace Model:

At Blue Shield of California and the Ascendiun Family of Companies, we believe in fostering a workplace environment that balances purposeful in-person collaboration with flexibility. As we continue to evolve our workplace model, our focus remains on creating spaces where our people can connect with purpose - whether working in the office or through a hybrid approach - by providing clear expectations while respecting the diverse needs of our workforce.

Two Ways of Working:

• Hybrid (Default): Work from a business unit-approved office at least two (2) times per month (for roles below Director-level) or once per week (for Director-level roles and above).Exceptions:

o Member-facing and approved out-of-state roles remain remote.

o Employees living more than 50 miles from their assigned offices are expected to work with their managers on a plan for periodic office visits.

o For employees with medical conditions that may impact their ability to work in-office, we are committed to engaging in an interactive process and providing reasonable accommodations to ensure their work environment is conducive to their success and well-being.

• On-Site: Work from a business unit-approved office an average of four (4) or more days a week.

Physical Requirements:

Office Environment - roles involving part to full time schedule in Office Environment. Based in our physical offices and work from home office/deskwork - Activity level: Sedentary, frequency most of work day.

Please click here for further physical requirement detail.

Equal Employment Opportunity:

External hires must pass a background check/drug screen. Qualified applicants with arrest records and/or conviction records will be considered for employment in a manner consistent with Federal, State and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran status or disability status and any other classification protected by Federal, State and local laws.