Head, Talent Strategy and Operations

Denver Broncos and Stadium Management Company•Englewood, CO

1d•$150,000 - $160,000

About The Position

The Denver Broncos are one of the most popular franchises in all of sports. Whether judged by the measure of wins and championships, attendance, national television exposure or by the Broncos' reputation locally and throughout the NFL, there are few parallels in the world of professional sports. We are dedicated to being the best team to cheer for, play for, and work for across all of sports. We are looking for employees who are passionate about what they do, have fun doing it, and proud to represent the Denver Broncos Football Club and Empower Field at Mile High. The Head, Talent Strategy and Operations role is responsible for designing, executing, and continuously evolving the organization’s end-to-end talent strategy and operating model, while also serving as an active, hands-on recruiter for priority roles. This role blends enterprise talent strategy, operating model design, and direct recruiting execution with employment brand stewardship and inclusive talent pipeline development. The individual owns the strategy, structure, and operational backbone of talent acquisition and onboarding—spanning process, technology, analytics, compliance, and experience—while personally leading searches, building diverse pipelines, and translating the organization’s Employee Value Proposition into a compelling and authentic employment brand. The role partners closely across People Operations, Finance, Legal, Marketing, Business Leaders, and external stakeholders to ensure the organization attracts, hires, and onboards talent in a way that is equitable, scalable, and aligned with long-term business strategy and organizational values.

Requirements

10+ years of progressive experience in talent acquisition, recruiting operations, talent strategy, or closely related People / HR roles.
Demonstrated experience designing and evolving talent acquisition and onboarding strategies that align with organizational goals and operating models.
Proven success serving as a hands-on, full cycle recruiter for complex, senior, or business critical roles.
Strong understanding of labor market dynamics, inclusive hiring practices, and talent pipeline development.
Experience owning or influencing talent operating models, including processes, governance, systems (ATS / HRIS), analytics, and compliance.
Ability to translate data and insights into clear recommendations for leaders, balancing speed, quality, and long-term talent health.
Demonstrated credibility partnering with senior leaders as a strategic advisor, not just a service provider.
Exceptional stakeholder management, communication, and influence skills across technical, creative, and operational teams.
Strong judgment, discretion, and ability to operate effectively in a high visibility environment.

Responsibilities

Talent Strategy & Workforce Alignment
Translate organizational and departmental strategies into forward-looking talent plans, including role prioritization, hiring sequencing, and market informed approaches.
Partner with People Partner and business leaders to assess talent supply, demand, and labor market dynamics, advising leaders on hiring tradeoffs and timing.
Use recruiting, onboarding, and early tenure insights to identify systemic gaps and inform continuous improvement.
Serve as a strategic advisor to leaders on talent decisions, not just a delivery partner.
Full Cycle Recruiting
Personally lead full cycle recruiting for a portfolio of roles, including professional, early career, and priority or business critical positions, from intake through offer and onboarding.
Partner with hiring managers to clarify role requirements, success profiles, and inclusive hiring strategies.
Source, assess, and engage candidates directly, ensuring a high-quality, human-centered candidate experience.
Serve as a trusted thought partner to leaders on labor market trends, talent availability, and hiring implications.
Talent Operations & Experience Design
Own and continuously improve the end-to-end talent acquisition and onboarding operating model, ensuring efficiency, consistency, compliance, and scalability.
Design, document, and optimize recruiting workflows, governance, and operating rhythms that support both near-term hiring and long-term talent needs.
Own and evolve recruiting and onboarding technology, data, and analytics to support transparency, insight driven decision-making, and continuous improvement.
Ensure a cohesive, inclusive, and on-brand candidate to employee experience from first touch through early tenure.
Partner with People Operations to ensure onboarding programs drive clarity, connection, and belonging—not just compliance.
Stakeholder Partnership & Influence
Partner cross functionally with People Operations, Marketing, Legal, and business leaders to align talent practices with organizational priorities.
Influence leaders through data, insight, and perspective, not just process ownership.
Represent the organization externally with candidates, search partners, and industry stakeholders as a steward of the employment brand.
What Success Looks Like
Talent strategies are proactive, market informed, and clearly aligned to business priorities.
Leaders view Talent as a strategic advisor rather than solely a recruiting function.
Recruiting and onboarding experiences are consistent, inclusive, and reflective of organizational values.
Talent data and insights meaningfully inform People and business decisions.