Director, Talent Acquisition Performance & Enablement

Chobani • New York, NY

23h • $140,000 - $220,000

About The Position

The Director, Talent Acquisition Performance & Enablement is a change agent for how our Talent Acquisition team works. This role will raise the team’s performance and build the high-performing culture that sustains it, focused on a single question: how do we position ourselves to produce consistent, repeatable search results. This person will own the operating model, tools, standards, and enablement behind great recruiting — including a clear definition of what “good” looks like, the data to measure it, and the playbooks, training, and systems that help every recruiter and hiring manager deliver it. The goal is a function that performs predictably at a high level, by design rather than by chance.

Requirements

• 10+ years of progressive experience in Human Resources and Talent Acquisition, including several years leading teams or functions.
• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience.
• Demonstrated experience building, transforming, or elevating a Talent Acquisition operations or enablement function — not only running an existing one.
• Experience developing and delivering training and enablement programs for recruiters and hiring managers (e.g., structured interviewing, hiring-manager enablement, onboarding).
• Strong reporting and analytics skills, including building dashboards, defining KPIs and metrics, and using data to drive decisions and forecasting.
• Deep knowledge of the recruiting technology stack (ATS, CRM, scheduling, sourcing, and AI tools), with experience leading system selection, implementation, and adoption.
• Experience managing vendors and external partners, including evaluation, onboarding, and ongoing performance management.
• Proven ability to lead change and drive organization-wide adoption of new processes, standards, and tools.
• Experience leading, developing, and scaling high-performing teams.
• Excellent communication and stakeholder-management skills, with the executive presence to partner with senior leaders.
• Experience overseeing early careers or campus recruitment programs, including internships and rotational programs.
• Workforce-planning and capacity-forecasting experience.
• Advanced degree or HR certification (e.g., SHRM-SCP, SPHR).
• Experience supporting a distributed or high-growth organization.
• A clear point of view on where AI and automation add leverage in recruiting.

Responsibilities

• Take accountability for the full operation — recruiting coordination, interviewing, offers, and new-hire onboarding — diagnosing where the process leaks time, quality, or candidates and rebuilding those parts rather than simply reporting on them.
• Establish what “good” looks like in recruiting, build the reporting and forecasting that surface it, and run the operating cadence that acts on it.
• Equip recruiters and hiring managers to perform through playbooks, training, structured interviewing, calibration, and the systems that raise the organization’s ability to hire well.
• Partner with the VP of Talent Acquisition on the evolution of the TA tech stack — ATS, CRM, scheduling, sourcing, and AI tools — and the vendor ecosystem, including selection, onboarding, integration, adoption, build-vs-buy, and ROI, with a clear point of view on where automation adds leverage.
• Partner with VP of Talent Acquisition, People Business Partners Team and finance to translate headcount plans into capacity models, and turn funnel data into decisions rather than descriptions.
• Grow the early-careers portfolio — the internship program, the rotational program (engineering today, with room to expand into other functions), and a center of excellence for on-campus recruitment — into a repeatable, well-run pipeline for future talent.
• Develop the operations team into an engine that raises the effectiveness of the whole function.
• Serve as a peer to talent acquisition and business leaders on how the organization scales hiring, bringing recommendations, not just capacity.

Benefits

• medical
• dental
• vision coverage
• disability insurance
• health savings account
• flexible spending accounts
• tuition reimbursement
• 401k match of 100% on up to 5% of eligible pay
• fertility and childcare assistance
• 12 weeks of parental leave at full pay after six months of continuous employment
• employee assistance program
• fitness discounts
• wellness reimbursement
• on-site gym access (certain locations)
• 120 hours of paid time off
• 11 holidays
• paid volunteer time off

What This Job Offers

• Job Type: Full-time
• Career Level: Director