Lead Talent Acquisition Governance & Enablement Consultant

Lincoln Financial•Radnor, PA

8d•$94,875 - $151,800•Remote

About The Position

The Lead Talent Acquisition Governance & Enablement Consultant strengthens Lincoln’s Talent Acquisition function by advancing governance, standards, training, and enablement strategies that support compliant, scalable, and high-quality hiring. In partnership with Talent Operations, Legal, Compliance, Risk, and other stakeholders, this role translates evolving regulations, including AI-enabled and automated hiring requirements, into practical policies, processes, documentation, and recruiter-ready guidance. The role also supports TA systems, pipeline practices, and candidate engagement while helping mitigate risk, drive adoption, and deliver an inclusive, consistent, and positive candidate and hiring leader experience.

Requirements

5+ years of experience in Talent Acquisition, HR, operations, compliance, governance or related field required.
Bachelor's degree or equivalent work experience.
Experience partnering cross-functionally with Talent Operations, HR, Legal, Compliance, IT, and Risk to operationalize policies, controls, process improvements, and governance practices.
Experience in risk mitigation, audit support, regulatory compliance, and data-driven measurement of adoption, quality, compliance, and process effectiveness within Talent Acquisition, HR, or other people-related processes.
Experience leading training, change management, and capability-building initiatives to drive consistent adoption of tools, processes, standards, and best practices.
Familiarity with ADMT/AEDT regulations and exposure to AI or automated hiring tools, with the ability to quickly learn compliance requirements and partner effectively with Legal and Compliance.

Responsibilities

Serve as TA’s lead for hiring compliance, including ADMT/AEDT requirements for AI-assisted and automated hiring tools, in partnership with Legal, Compliance, HR, TA, and Talent Operations leadership.
Translate evolving regulations into practical TA policies, standards, recruiter guidance, candidate disclosures, opt-out workflows, and recordkeeping requirements.
Evaluate AI-assisted hiring tools and support bias audits by assessing vendor risk, transparency, disparate impact data, findings, and remediation actions.
Conduct regular audits to assess policy adherence, identify risks, recommend corrective actions, and maintain TA documentation.
Support governance of external vendors, agencies, and firms while proactively addressing emerging TA risks in partnership with Talent Operations and IT Security & Risk.
Develop and deliver end-to-end TA training that keeps recruiters and hiring leaders current on systems, processes, compliance requirements, audits, and hiring guidelines.
Establish recruiter standards, track completion and adherence, use data to identify gaps, reinforce accountability, and keep guidance current as regulations, tools, and processes evolve.
Develop and maintain TA toolkits, playbooks, learning resources, and best-practice guidance that reinforce standardization, consistency, and quality across the hiring process.
Assess capability gaps through data, stakeholder feedback, and performance insights, and design targeted development initiatives to strengthen recruiter and hiring leader effectiveness.
Drive adoption of new tools, processes, and policies through structured enablement, change management, ongoing reinforcement, and inclusive hiring practices.
Monitor training and enablement effectiveness through defined success metrics, continuously refine approaches, and serve as a subject matter expert on TA best practices.
Promote consistency and quality across the end-to-end hiring process through defined standards, training, governance practices, and operational alignment.
Partner with Employee Experience and cross-functional stakeholders to identify trends, enhance internal and external candidate experiences, and improve the hiring leader experience.
Oversee key experience-related programs, including relocation and referrals, ensuring policies and practices are aligned, efficient, compliant, and support a positive employee experience.
Audit and analyze experiences, tools, and event activities to ensure inclusive and compliant hiring practices, measure ROI, engagement outcomes, and pipeline impact, and optimize future events and partnerships.
Continuously monitor and synthesize external market trends, competitor hiring activity, talent movement, and labor market data to provide actionable guidance for recruiters and hiring leaders.
Partner with TA leadership to identify emerging skill gaps, talent risks, and opportunities, shaping proactive pipeline strategies aligned to future workforce needs.
Oversee the development, governance, and management of talent pipelines across key segments, including passive talent, active candidates, and early career (ECT) talent.
Lead pipeline engagement and outreach strategies, including automation, communication frameworks, nurture campaigns, and tracking standards to ensure timely, personalized, and consistent candidate interactions.