Talent Acquisition Enablement Manager

Domino's Corporate•Ann Arbor, MI

20h

About The Position

The Talent Acquisition Enablement Manager owns the end-to-end recruiting process, from talent demand through onboarding handoff, and connects people, process, technology, data and partner teams. The role sets common standards, redesigns workflows, optimizes recruiting tools, applies automation and responsible AI to reduce administrative work, and turns recruiting data into actionable decisions. It also ensures recruiting processes remain governed, compliant, audit-ready and trusted. As part of the TA Leadership team, this manager determines where work should be eliminated, simplified, standardized, automated or delivered at scale. The role partners across HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners to implement and sustain improvements. The position supports consistent enterprise recruiting operations across corporate, supply chain, international and store hiring. It owns process optimization, the business processes behind the TA technology ecosystem, automation and AI roadmaps, compliance and governance, recruiting analytics and scorecards, internal mobility insights, change leadership and capability building. The manager leads cross-functional initiatives, develops and maintains standard work and training, measures the impact of improvements, and uses feedback and operational data to improve recruiter, candidate and hiring-manager experiences.

Requirements

Bachelor's degree or equivalent combination of education and relevant experience.
At least 5 years 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 handle 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.
Partner with recruiters, coordinators and TA leaders to address 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 current-state internal, external and contract recruiting processes from talent demand through onboarding handoff; identify friction, duplication, unnecessary handoffs and administrative work.
Redesign workflows to eliminate, simplify, standardize or automate work and improve speed, quality, consistency and stakeholder experience.
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, and measure and refine the impact of process changes.
Maintain a prioritized improvement roadmap based on business impact, recruiter capacity, candidate experience and process performance.
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, disconnected tools 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, user acceptance testing and release readiness.
Build and maintain the TA automation and AI roadmap, prioritizing opportunities by business value, feasibility, risk and user experience.
Partner with Legal on responsible AI standards and controls in hiring, maintain human accountability for hiring, offer and adverse decisions, and monitor for adverse impact.
Pilot new capabilities, measure results, scale effective solutions and retire those that do not deliver value.
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.
Routinely review requisition, candidate, disposition, offer and hiring data; document findings and drive remediation.
Ensure processes meet EEO, OFCCP, pay transparency, background check, I-9, data privacy and local-rule requirements, with recordkeeping and audit readiness maintained.
Embed structured, bias-aware practices such as standardized questions, scorecards and calibration, and escalate material data, process or compliance risks with practical recommendations.
Design and own the recruiter scorecard and focused 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 common metric definitions, calculation logic and data dictionaries for recruiting and internal mobility, and reconcile data sources.
Analyze funnel performance, cycle time, conversion, source effectiveness, offer outcomes, recruiter workload, quality of hire, hiring-manager experience and candidate experience.
Run recurring operating reviews that surface trends, bottlenecks, root causes and recommended actions.
Quantify the capacity, cost, quality or experience impact of improvements and assess whether changes are reducing work for recruiters and hiring leaders.
Partner with TA leaders and HR Technology to define and refine reporting needs and prioritize enhancements.
Partner with recruiters and TA leaders to frame research questions, scope talent-mapping projects and maintain reusable talent maps, research libraries and market insight.
Maintain reporting on internal applicants, internal fills, movement patterns and opportunity flow with consistent definitions and governance.
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 build, buy, borrow and develop discussions and workforce planning.
Connect TA with HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners, resolving gaps in ownership or decisions.
Lead cross-functional initiatives from problem definition through design, implementation, adoption and measurement, with clear status, risks, dependencies and decisions.
Translate between business needs and technical requirements so solutions address underlying problems.
Build feedback loops with recruiters, hiring managers, field operators and candidates and use feedback to improve their experiences.
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.