Job Description
The RPO Separation & High-volume TA Internalization Project Manager will serve as the dedicated project lead responsible for planning, coordinating, and executing all workstreams associated with the RPO vendor separation and the build-out of the internal high-volume recruiting function in partnership with internal leadership.
This incumbent will bring demonstrated experience managing RPO transitions or large-scale TA restructuring efforts and will be comfortable navigating the organizational, contractual, operational, and people complexities that come with unwinding a deeply embedded vendor relationship while standing up a net-new internal function without disruption to hiring outcomes.
RPO Separation Planning & Execution
• Conduct a comprehensive assessment of the current RPO engagement including scope of services, embedded processes, technology access, data ownership, contractual obligations, and vendor-controlled workflows
• Develop and maintain a detailed RPO separation plan that identifies every dependency, handoff point, and risk associated with the transition away from the vendor
• Map all RPO-owned or RPO-operated processes within the clients ecosystem, including those that have become informally embedded over time and may not be formally documented
• Identify and document all systems, tools, platforms, and data the RPO vendor currently accesses or manages on client's behalf, and develop a plan for access termination, data retrieval, and continuity
• Collaborate with Legal, Procurement, and HR leadership to understand contractual terms governing the RPO relationship and ensure the separation timeline is aligned with contractual obligations and notice requirements
• Identify institutional knowledge currently held by RPO personnel that must be transferred internally before separation, and build a structured knowledge transfer plan
• Develop a risk register specific to the RPO separation, including risks related to hiring continuity, data integrity, compliance, and workforce impact
• Manage vendor relationship dynamics throughout the separation process with professionalism and in alignment with contractual and ethical obligations
High-volume TA Internalization
• Collaborate with the Customer Facing Talent Acquisition leader to define the operating model for the internal high-volume recruiting function, including team structure, roles, responsibilities, workflows, and performance standards
• Develop a phased internalization roadmap that sequences the transfer of recruiting responsibilities from the RPO to internal teams in a way that protects hiring continuity throughout the transition
• Identify gaps in internal capability, people, process, and technology, required to support high-volume recruiting at scale and work with leadership to develop plans to close those gaps
• Support the definition of internal recruiter capacity models, sourcing strategies, and operational workflows specific to high-volume role types
• Identify interdependencies between the RPO separation and the broader AI technology implementation program and surface them to both program leads to ensure coordination
• Support the development of change management and communication plans for internal stakeholders, HR Business Partners, and Hiring Managers impacted by the transition
Workstream & Stakeholder Management
• Build and maintain a master project plan covering all RPO separation and internalization workstreams, with clear milestones, owners, dependencies, and status tracking
• Lead regular project meetings with the Customer Facing Talent Acquisition leader and Customer Support Talent Acquisition leader, providing structured updates on progress, decisions needed, and risks
• Coordinate across HR, Legal, Procurement, IT, Finance, and Operations stakeholders as required to execute the separation and internalization workstreams
• Maintain a decisions log, issues log, and risk register throughout the program lifecycle
We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day.We are an equal opportunity/affirmative action employer that believes everyone matters.Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances.
If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy:
Skills and Requirements
• 7+ years of project management experience, with at least 3 years managing HR, talent acquisition, or HR technology transformation programs
• Demonstrated experience managing an RPO transition, vendor separation, or large-scale talent acquisition restructuring
• Deep understanding of how RPO models operate, including embedded staffing models, vendor-managed ATS access, reporting structures, and contractual frameworks
• Strong knowledge of high-volume recruiting operations including sourcing strategies, recruiter capacity planning, and operational workflow design
• Experience working directly with senior HR and TA leaders in a fast-paced, complex organizational environment
• Exceptional project planning and workstream management skills with demonstrated ability to manage multiple interdependent workstreams simultaneously
• Strong stakeholder management and communication skills across HR, Legal, Procurement, and Operations
• Ability to navigate ambiguity, build structure where none exists, and drive decisions in a matrixed environment
Job Description
The RPO Separation & High-volume TA Internalization Project Manager will serve as the dedicated project lead responsible for planning, coordinating, and executing all workstreams associated with the RPO vendor separation and the build-out of the internal high-volume recruiting function in partnership with internal leadership.
This incumbent will bring demonstrated experience managing RPO transitions or large-scale TA restructuring efforts and will be comfortable navigating the organizational, contractual, operational, and people complexities that come with unwinding a deeply embedded vendor relationship while standing up a net-new internal function without disruption to hiring outcomes.
RPO Separation Planning & Execution
• Conduct a comprehensive assessment of the current RPO engagement including scope of services, embedded processes, technology access, data ownership, contractual obligations, and vendor-controlled workflows
• Develop and maintain a detailed RPO separation plan that identifies every dependency, handoff point, and risk associated with the transition away from the vendor
• Map all RPO-owned or RPO-operated processes within the clients ecosystem, including those that have become informally embedded over time and may not be formally documented
• Identify and document all systems, tools, platforms, and data the RPO vendor currently accesses or manages on client's behalf, and develop a plan for access termination, data retrieval, and continuity
• Collaborate with Legal, Procurement, and HR leadership to understand contractual terms governing the RPO relationship and ensure the separation timeline is aligned with contractual obligations and notice requirements
• Identify institutional knowledge currently held by RPO personnel that must be transferred internally before separation, and build a structured knowledge transfer plan
• Develop a risk register specific to the RPO separation, including risks related to hiring continuity, data integrity, compliance, and workforce impact
• Manage vendor relationship dynamics throughout the separation process with professionalism and in alignment with contractual and ethical obligations
High-volume TA Internalization
• Collaborate with the Customer Facing Talent Acquisition leader to define the operating model for the internal high-volume recruiting function, including team structure, roles, responsibilities, workflows, and performance standards
• Develop a phased internalization roadmap that sequences the transfer of recruiting responsibilities from the RPO to internal teams in a way that protects hiring continuity throughout the transition
• Identify gaps in internal capability, people, process, and technology, required to support high-volume recruiting at scale and work with leadership to develop plans to close those gaps
• Support the definition of internal recruiter capacity models, sourcing strategies, and operational workflows specific to high-volume role types
• Identify interdependencies between the RPO separation and the broader AI technology implementation program and surface them to both program leads to ensure coordination
• Support the development of change management and communication plans for internal stakeholders, HR Business Partners, and Hiring Managers impacted by the transition
Workstream & Stakeholder Management
• Build and maintain a master project plan covering all RPO separation and internalization workstreams, with clear milestones, owners, dependencies, and status tracking
• Lead regular project meetings with the Customer Facing Talent Acquisition leader and Customer Support Talent Acquisition leader, providing structured updates on progress, decisions needed, and risks
• Coordinate across HR, Legal, Procurement, IT, Finance, and Operations stakeholders as required to execute the separation and internalization workstreams
• Maintain a decisions log, issues log, and risk register throughout the program lifecycle
We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day.We are an equal opportunity/affirmative action employer that believes everyone matters.Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances.
If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy:
Skills and Requirements
• 7+ years of project management experience, with at least 3 years managing HR, talent acquisition, or HR technology transformation programs
• Demonstrated experience managing an RPO transition, vendor separation, or large-scale talent acquisition restructuring
• Deep understanding of how RPO models operate, including embedded staffing models, vendor-managed ATS access, reporting structures, and contractual frameworks
• Strong knowledge of high-volume recruiting operations including sourcing strategies, recruiter capacity planning, and operational workflow design
• Experience working directly with senior HR and TA leaders in a fast-paced, complex organizational environment
• Exceptional project planning and workstream management skills with demonstrated ability to manage multiple interdependent workstreams simultaneously
• Strong stakeholder management and communication skills across HR, Legal, Procurement, and Operations
• Ability to navigate ambiguity, build structure where none exists, and drive decisions in a matrixed environment
