Program Manager, Talent Operations

Foster CityFull-timemid

OperationsHuman ResourcesProject & Program Management

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Requirements Summary

Experience operating in fast-moving, ambiguous orgs—building repeatable programs, driving change management, and establishing governance while keeping stakeholders aligned and accountable.

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OperationsHuman ResourcesProject & Program Management

Zoox is looking for a highly organized Talent Operations Program Manager to join our Talent team. This person will establish, design, and implement TA programs and initiatives that streamline processes and technology while ensuring systems are AI-ready. This person will own structured interviewing systems end-to-end, lead Talent events, and own enablement initiatives and knowledge management.

Partner across TA and key stakeholders to deliver process improvement initiatives that increase consistency, speed, and accountability across the hiring lifecycle—helping Zoox scale teams that directly power our autonomous mobility mission.

Support optimization of Zoox’s recruiting tools and workflows, improving adoption, consistency, and AI readiness across the team.

Own Talent Operations knowledge management and communications—maintaining the single source of truth (playbooks, templates, process documentation) and leading change management for process and tooling updates.

Own and scale Zoox’s structured interviewing and interviewer enablement system—building the standards, toolkits, training, calibration, and governance that drive consistent, high-quality hiring decisions.

Partner on Talent events and conferences, supporting planning, logistics, and post-event ROI and performance insights.

Structured interviewing & interviewer enablement expertise: Proven experience designing and scaling structured interviewing programs (competencies, rubrics, scorecards, question banks), plus building and delivering hiring manager/interviewer training, calibration, and/or certification programs that measurably improve interview quality and consistency.

Program management and cross-functional execution: Demonstrated ability to scope ambiguous people programs, build project plans, manage stakeholders, and drive adoption across TA leaders, hiring managers, and partners (e.g., L&D, People Analytics/Science, Legal/Compliance), with clear metrics and exec-ready updates.

Knowledge management & communications ownership: Track record creating and maintaining a single source of truth (playbooks, toolkits, process docs, templates) with governance, audit cadence, and change management communications that increase self-serve and reduce churn/confusion.

Operational excellence & process improvement: Experience diagnosing workflow breakdowns across the hiring lifecycle, designing scalable process improvements, and implementing lightweight automations/templates that improve speed, quality, and compliance—backed by data and measured impact.

Recruiter & sourcer enablement (adjacent to interview quality): Experience enabling recruiters/sourcers through training, playbooks, and process/tool fluency—specifically improving intake quality, scorecard usage, candidate evaluation rigor, and consistent execution of structured hiring practices.

Demonstrated ability to drive behavior change at scale (exec comms, manager enablement, stakeholder mapping, office hours, reinforcement loops), with measurable adoption outcomes (e.g., scorecard completion, training attendance, reduced variance in debrief quality).

Systems fluency (ATS/CRM + analytics): Power-user capability in ATS/CRM workflows and reporting (e.g., Lever/Gem + Sheets/Looker/Workday), translating process needs into system requirements and measuring adoption/quality without being a systems admin.

Scaling in high-growth environments: Experience operating in fast-moving, ambiguous orgs—building repeatable programs, driving change management, and establishing governance while keeping stakeholders aligned and accountable.