Head of Talent Acquisition Enablement

CVS Health•Washington, DC

5d•$131,500 - $303,195•Hybrid

About The Position

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. The head of Talent Acquisition (TA) Enablement serves as the strategic architect and operator of enterprise-wide Talent Acquisition delivery. This role is accountable for enabling a best-in-class hiring experience by designing, governing, and continuously optimizing the end-to-end TA ecosystem—spanning process architecture, AI enablement, operational governance and capability delivery. As a critical enabler of Talent Acquisition’s strategic impact, this leader ensures that the function is powered by scalable, AI-driven solutions, streamlined operations, and disciplined execution. The role partners closely across HR, Digital/Technology (DDAT), and business stakeholders to translate TA strategy into measurable outcomes—enhancing speed, quality, and colleague experience while reducing cost and complexity.

Requirements

15+ years of leadership experience in Talent Acquisition, HR Operations, or enterprise enablement roles
Proven ability to lead large-scale HR/TA transformation in complex, matrixed environments
Deep expertise in process design, operational excellence, and governance at scale
Experience managing vendor ecosystems, outsourcing strategies, and enterprise technology platforms
Strong capability in driving AI/automation adoption within HR or TA environments
Bachelors Degree (Required)

Nice To Haves

Lean Six Sigma certification or equivalent continuous improvement expertise preferred

Responsibilities

Serve as the enterprise leader for TA enablement strategy, defining how Talent Acquisition delivers value through integrated, end-to-end processes versus siloed execution
Translate TA strategy and transformation priorities into scalable operating models, AI-enabled workflows, and delivery roadmaps
Lead the design of future-state TA processes, embedding AI, automation, and agentic workflows to drive efficiency, effectiveness, and experience
Act as the primary advisor on TA operating model decisions, including build vs. buy Automation and outsourcing strategies
Establish standardized, enterprise-wide TA processes while balancing necessary business or market-specific variation
Own and optimize the TA technology and process ecosystem (e.g., Workday, Phenom), ensuring alignment across policy, process, and platforms
Build and lead the Talent Acquisition continuous improvement (CI) strategy, prioritizing initiatives based on business value, risk, and experience impact
Drive Lean, Six Sigma, and design-thinking methodologies to reduce cycle time, eliminate inefficiencies, and improve hiring outcomes
Embed a culture of operational discipline and continuous improvement across TA, HR, and Solutions Delivery teams
Develop internal capability within TA and HR leaders to apply structured problem-solving and process optimization approaches
Lead end-to-end execution of TA transformation initiatives, ensuring seamless transition of work, capabilities, and technologies
Establish and govern transition playbooks covering process documentation, knowledge transfer, training, and go-live readiness
Ensure new capabilities are integrated without disrupting service quality, SLAs, or stakeholder experience
Provide transparent reporting to HR leadership on transformation progress, risks, and stabilization outcomes
Own the enterprise intake model for all Talent Acquisition work, including strategic initiatives, business requests, policy changes, and regulatory requirements
Implement governance frameworks to prioritize, sequence, and resource work aligned to enterprise strategy and operational capacity
Partner with HR Strategy, Corporate Strategy, and business transformation teams to ensure alignment between demand and delivery
Drive data-informed decision-making that balances urgency, capacity, and experience impact
Oversee TA vendor strategy and outsourcing governance, ensuring optimal service delivery, cost efficiency, and performance outcomes
Lead evaluation and integration of external partners and solutions to enhance TA capability and scalability
Ensure Talent Marketing capabilities are effectively enabled and integrated within the broader TA delivery model
Own the TA knowledge management strategy, ensuring accurate, accessible, and high-quality content for recruiters, hiring managers, and HR partners
Establish governance for content lifecycle, taxonomy, and quality standards
Enable AI-powered knowledge ecosystems (e.g., chatbots, digital assistants) through structured, high-quality data
Track and improve knowledge effectiveness via adoption, accuracy, and experience metrics