Talent Acquisition Enablement Manager

Domino's•Ann Arbor, MI

11h

About The Position

The Talent Acquisition Enablement Manager is accountable for making hiring at Domino’s simpler, more consistent and measurably better. The role owns the end-to-end recruiting process, from talent demand through onboarding handoff, and connects people, process, technology, data and partner teams. As part of the Talent Acquisition Leadership team, this manager establishes standards, redesigns workflows, improves the use of recruiting tools, applies automation and responsible AI, and turns recruiting data into actionable decisions. The role also ensures processes are governed, compliant, audit-ready and trusted. This is a process-engineering and operating-backbone role rather than a traditional recruiting-operations or systems-administration position. It works across HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners to determine which work should be eliminated, simplified, standardized, automated or delivered at scale. The position supports enterprise recruiting across corporate, supply chain, international and store hiring. It owns process standards and documentation, recruiting technology and automation improvements, compliance and quality controls, analytics and scorecards, internal mobility insights, and cross-functional change leadership. It develops and measures improvements to recruiter capacity, hiring quality, process performance, and candidate and hiring-manager experience.

Requirements

Bachelor’s degree or an 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 developing 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 the business value of 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 and organize recruiting workflows, templates, documentation, tools, service standards and operating procedures.
Partner 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; 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.
Partner with TA leadership to define roles, decision rights, handoffs, controls and service levels across TA and partner teams.
Develop and maintain SOPs, playbooks, checklists, job aids and change materials; measure process-change impact and recommend refinements.
Maintain a prioritized process-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 on enhancements, integrations, user acceptance testing and release readiness.
Build and maintain the TA automation and AI roadmap, prioritizing business value, feasibility, risk and user experience.
Partner with Legal to establish responsible-AI standards and controls in hiring, preserve human accountability for hiring, offer and adverse decisions, and monitor for adverse impact.
Pilot new capabilities, measure results, scale effective improvements and retire capabilities 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.
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 requirements, maintaining recordkeeping and audit readiness.
Embed structured, bias-aware practices such as standardized questions, scorecards and calibration; escalate material data, process or compliance risks with recommendations.
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; reconcile sources so metrics are reliable.
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 identify trends, bottlenecks, root causes and recommended actions.
Quantify the capacity, cost, quality or experience impact of improvements and show whether they 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 to frame research questions, scope talent-mapping projects and maintain reusable talent maps, research libraries and market insights.
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 insights 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 work or decision ownership.
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 recruiter, hiring-manager, field-operator and candidate feedback loops and use them to improve experience.
Develop communications, training and adoption plans; train and certify recruiters, coordinators, hiring managers and operators on standard work and tools.
Hold vendors and delivery partners accountable to agreed service levels and measure the value they deliver.