Talent Acquisition Enablement Manager

Domino's•Ann Arbor, MI

12h•Onsite

About The Position

The Talent Acquisition Enablement Manager is the accountable owner of Domino’s end-to-end recruiting process, from talent demand through onboarding handoff. The role connects people, processes, technology, data and partner teams to make hiring simpler, more consistent and measurably better. As part of the TA Leadership team, this person determines where work should be eliminated, simplified, standardized, automated or delivered at scale, and collaborates with HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners to implement and sustain improvements. The role supports enterprise recruiting operations across corporate, supply chain, international and store hiring; optimizes recruiting workflows and technology; and develops automation and responsible AI capabilities. It also owns process standards, governance, compliance and quality assurance, as well as recruiting scorecards, reports, dashboards and operating insights. The position includes internal mobility and talent intelligence work, cross-functional initiative leadership, stakeholder partnership, change management, training and vendor oversight. This is an in-person role at Domino’s World Resource Center in Ann Arbor, Michigan.

Requirements

Bachelor’s degree or an equivalent combination of education and relevant experience.
At least 5 years of experience in Talent Acquisition operations, recruiting transformation, HR process improvement, HR technology, recruiting analytics or a related field.
At least 2 years owning or redesigning an end-to-end process.
Experience implementing or optimizing recruiting technology, such as applicant tracking, CRM, sourcing or interview tools, digital workflows or automation.
Strong analytical skills, including validating data, identifying patterns, diagnosing root causes and turning findings into recommendations.
Advanced Excel skills and experience building metrics, dashboards and data documentation in a tool such as Power BI.
Working knowledge of recruiting compliance, data privacy, recordkeeping and quality assurance.
Experience leading cross-functional initiatives with business, technology, legal, risk or compliance partners.
Ability to influence without direct authority and simplify complex problems into clear requirements, decisions and actions for technical and non-technical audiences.
Clear written and verbal communication skills, including presenting insights and recommendations to senior leaders.
Strong project management, documentation and attention to detail, with the ability to manage multiple priorities and sensitive information.

Nice To Haves

Experience in a complex, multi-location or global organization, including high-volume, hourly or field hiring.
Experience applying AI, workflow automation or intelligent automation to recruiting or HR processes, including governing AI-enabled tools.
Experience with process mapping, Lean, Six Sigma, agile product practices or another continuous-improvement methodology.
Experience establishing process governance, service levels and controls.
Experience with talent-market research, talent mapping, competitor analysis, workforce intelligence or internal mobility.
Experience partnering with external vendors or scalable delivery teams and measuring business value from process or technology improvements.
Relevant certification such as Lean Six Sigma, SHRM-CP/SCP, PHR/SPHR or PMP.

Responsibilities

Support consistent enterprise recruiting operations across corporate, supply chain, international and store hiring.
Maintain recruiting workflows, templates, documentation, tools, service standards and operating procedures.
Work with recruiters, coordinators and TA leaders to identify operational barriers, clarify roles and improve hiring-lifecycle handoffs.
Monitor process adoption and data discipline, identify recurring issues and coordinate corrective actions.
Support vendor, contract, access, system and operational administration activities as assigned.
Map internal, external and contract recruiting processes from talent demand through onboarding handoff, identifying friction, duplication, unnecessary handoffs and administrative work.
Redesign workflows to eliminate, simplify, standardize or automate work and improve speed, quality, consistency and stakeholder experience.
Partner with TA leadership to define roles, decision rights, handoffs, controls and service levels across TA and partner teams.
Develop or enhance SOPs, playbooks, checklists, job aids and change materials; measure process changes and recommend refinements.
Identify opportunities to improve recruiter and hiring-manager interactions and maintain a prioritized improvement roadmap.
Own the business processes behind the TA technology ecosystem and partner with technology teams to connect systems, workflows and data.
Drive adoption and optimization of existing recruiting tools and identify functionality that can replace manual work or unnecessary third-party solutions.
Translate recruiter, candidate and hiring-manager needs into business, system and reporting requirements; partner with HR Technology on enhancements, integrations, testing and release readiness.
Build and maintain the TA automation and AI roadmap, and partner with Legal on responsible AI standards and controls for hiring.
Keep human accountability for hiring, offer and adverse decisions; monitor for adverse impact; pilot capabilities, measure results, scale effective tools and retire ineffective ones.
Own TA process standards, SOPs, playbooks, requisition taxonomy and process documentation, keeping them current and accessible.
Govern changes to process, technology, automation and AI, including ownership, decision rights, definitions, change logs and control documentation.
Define service expectations, quality standards, controls and escalation paths across TA and scalable delivery partners.
Review requisition, candidate, disposition, offer and hiring data; document findings and drive remediation.
Maintain compliance with EEO, OFCCP, pay transparency, background check, I-9, data privacy and local requirements, including recordkeeping and audit readiness.
Embed structured, bias-aware practices such as standardized questions, scorecards and calibration, and escalate material data, process or compliance risks.
Design and own recruiter scorecards and KPIs covering speed, quality, experience, efficiency and process compliance, with clear definitions, targets and owners.
Publish results regularly, review performance with TA leadership and escalate sustained gaps.
Own recurring production, quality review and retirement of TA reports and dashboards.
Maintain metric definitions, calculation logic and data dictionaries for recruiting and internal mobility, and reconcile data sources.
Analyze recruiting funnel performance, cycle time, conversion, source effectiveness, offer outcomes, workload, quality of hire, and candidate and hiring-manager experience.
Lead recurring operating reviews that surface trends, bottlenecks, root causes and recommended actions.
Quantify the capacity, cost, quality or experience impact of improvements and show whether changes reduce work for recruiters and hiring leaders.
Partner with TA leaders and HR Technology to define reporting needs and prioritize enhancements.
Partner with recruiters and TA leaders on research questions and talent-mapping projects, maintaining reusable talent maps, research libraries and market insight.
Maintain governed reporting on internal applicants, internal fills, movement patterns and opportunity flow.
Analyze barriers and patterns in internal movement and recommend fact-based improvements to workflows, role clarity, communications and measurement.
Connect internal talent insight with external market intelligence to inform workforce planning and build, buy, borrow and develop discussions.
Connect TA with HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners, resolving gaps between teams.
Lead cross-functional initiatives from problem definition through design, implementation, adoption and measurement, with clear status, risks, dependencies and decisions.
Translate business needs into technical requirements and build feedback loops with recruiters, hiring managers, field operators and candidates.
Develop communications, training and adoption plans, and train and certify recruiters, coordinators, hiring managers and operators on standard work and tools.
Hold vendors and delivery partners to agreed service levels and measure the value they deliver.