Director, Talent Acquisition Performance & Enablement

The Director, Talent Acquisition Performance & Enablement is a change agent for how our Talent Acquisition team works. This role will raise the team’s performance and build the high-performing culture that sustains it, focused on a single question: how do we position ourselves to produce consistent, repeatable search results. This person will own the operating model, tools, standards, and enablement behind great recruiting — including a clear definition of what “good” looks like, the data to measure it, and the playbooks, training, and systems that help every recruiter and hiring manager deliver it. The goal is a function that performs predictably at a high level, by design rather than by chance. Responsibilities

•    Take accountability for the full operation — recruiting coordination, interviewing, offers, and new-hire onboarding — diagnosing where the process leaks time, quality, or candidates and rebuilding those parts rather than simply reporting on them. •    Establish what “good” looks like in recruiting, build the reporting and forecasting that surface it, and run the operating cadence that acts on it. •    Equip recruiters and hiring managers to perform through playbooks, training, structured interviewing, calibration, and the systems that raise the organization’s ability to hire well. •    Partner with the VP of Talent Acquisition on the evolution of the TA tech stack — ATS, CRM, scheduling, sourcing, and AI tools — and the vendor ecosystem, including selection, onboarding, integration, adoption, build-vs-buy, and ROI, with a clear point of view on where automation adds leverage. •    Partner with VP of Talent Acquisition, People Business Partners Team and finance to translate headcount plans into capacity models, and turn funnel data into decisions rather than descriptions. •    Grow the early-careers portfolio — the internship program, the rotational program (engineering today, with room to expand into other functions), and a center of excellence for on-campus recruitment — into a repeatable, well-run pipeline for future talent. •    Develop the operations team into an engine that raises the effectiveness of the whole function. •    Serve as a peer to talent acquisition and business leaders on how the organization scales hiring, bringing recommendations, not just capacity. Requirements

•    10+ years of progressive experience in Human Resources and Talent Acquisition, including several years leading teams or functions. •    Bachelor’s degree in Human Resources, Business, or a related field, or equivalent practical experience. •    Demonstrated experience building, transforming, or elevating a Talent Acquisition operations or enablement function — not only running an existing one. •    Experience developing and delivering training and enablement programs for recruiters and hiring managers (e.g., structured interviewing, hiring-manager enablement, onboarding). •    Strong reporting and analytics skills, including building dashboards, defining KPIs and metrics, and using data to drive decisions and forecasting. •    Deep knowledge of the recruiting technology stack (ATS, CRM, scheduling, sourcing, and AI tools), with experience leading system selection, implementation, and adoption. •    Experience managing vendors and external partners, including evaluation, onboarding, and ongoing performance management. •    Proven ability to lead change and drive organization-wide adoption of new processes, standards, and tools. •    Experience leading, developing, and scaling high-performing teams. •    Excellent communication and stakeholder-management skills, with the executive presence to partner with senior leaders. •    Experience overseeing early careers or campus recruitment programs, including internships and rotational programs. •    Workforce-planning and capacity-forecasting experience. •