Director, Talent Acquisition & Workforce Strategy

Little Caesars Pizza•Detroit, MI

About The Position

Build a Bigger, Better, Bolder Future Imagine working for a company that measures its success based off the growth of its colleagues, a company that invests in its future by investing in you. Little Caesars is a company where our colleagues make an impact. Your Mission: As Director, Talent Acquisition & Workforce Strategy, you will lead enterprise talent acquisition for Little Caesars, ensuring we have the right talent, in the right roles, at the right time to support our restaurants, distribution centers, bakery operations, corporate teams, and global growth priorities. This leader serves as a strategic partner to business leaders, HR Business Partners, Finance, Communications, and cross-functional stakeholders to translate business plans into proactive workforce strategies, strong talent pipelines, scalable recruiting practices, and a consistent candidate and hiring manager experience. The role is accountable for talent acquisition strategy, workforce planning, employer brand, talent pipeline development, recruiting governance, talent analytics, and recruiting technology optimization. This leader also develops a high-performing Talent Acquisition team and helps reinforce a culture of accountability, teamwork, continuous improvement, and service to the business.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required
10+ years of progressive experience in talent acquisition, talent management, or related HR leadership roles
Demonstrated experience leading enterprise recruiting functions within complex, multi-site, matrixed, or global organizations.
Proven success leading recruiting teams, talent acquisition transformation, workforce planning initiatives, executive recruiting, and enterprise hiring strategies.
Deep understanding of talent acquisition strategy, workforce planning, sourcing methodologies, talent pipeline development, talent management, and recruiting governance.
Strong understanding of recruiting technology, applicant tracking systems (Workday Recruiting preferred), talent acquisition reporting, automation tools, and related HR systems.
Knowledge of employment laws, recruiting compliance requirements, selection practices, and talent acquisition best practices.
Experience managing vendors, search firms, job boards, sourcing platforms, and external talent partnerships.
Business-first, practical, and strategic thinker who connects talent decisions to business outcomes.
Strong people leader who can build trust, create clarity, coach for performance, and motivate a high-performing team.
Excellent communicator and collaborator with the ability to build relationships and influence across all levels of the organization.
Data-driven problem solver who can translate insights into clear recommendations and action plans.
Comfortable navigating complexity, leading through change, and balancing strategic priorities with hands-on execution.
Demonstrates accountability, sound judgment, confidentiality, and a commitment to building an inclusive and engaging workplace.
Strong knowledge of employer brand, candidate experience, recruitment marketing, onboarding, internal mobility, and talent attraction strategies.
Ability to use labor market intelligence, workforce analytics, and recruiting metrics to influence decisions and improve outcomes.

Nice To Haves

SHRM, HRCI, or equivalent certification preferred

Responsibilities

Lead enterprise talent acquisition and workforce planning strategies aligned with business priorities, growth plans, organizational design, and future capability needs. Executes strategies and aligns resources to deliver against approved plans.
Lead, coach, and develop a high-performing Talent Acquisition team by building capability, managing performance, and creating shared ownership of results.
Lead talent acquisition projects, transformation initiatives, technology optimization efforts, and budget stewardship to strengthen recruiting capability and support business growth.
Partner with HR, Finance, and business leaders to support annual and multi-year headcount planning, talent forecasting, strategic hiring decisions, and workforce planning alternatives.
Develop internal and external talent pipelines for critical leadership, professional, operations, bakery, supply chain, restaurant, technical, and hard-to-fill roles to strengthen bench strength and succession readiness.
Lead, sourcing methodology, candidate pipeline development, hiring process excellence, and talent acquisition governance while driving simplification, standardization, and continuous improvement across recruiting practices.
Partner with HR to ensure job descriptions, minimum qualifications, selection criteria, interview practices, and candidate evaluation processes are market-aligned, consistent, and legally defensible.
Strengthen employer brand, recruitment marketing, candidate experience, referral programs, internal mobility initiatives, talent communities, and external partnerships to support talent attraction and hiring effectiveness.
Manage recruiting vendors, search firms, job boards, sourcing tools, and external partners to maximize hiring effectiveness and return on investment.
Utilize recruiting metrics, workforce analytics, labor market trends, recruiting technologies, automation, reporting tools, and competitive insights to improve decision-making, operational efficiency, and workforce strategy execution.