Talent Acquisition Enablement Manager

Company Description Domino’s is a purpose-inspired, performance-driven company powered by exceptional people who are committed to feeding the power of possible—one pizza at a time. Founded in 1960 as a single store in Ypsilanti, Michigan, Domino’s has grown into the largest pizza company in the world, with more than 22,300 stores across 90+ markets. Our success is built on the strength of our people, technology, and franchise system. As a leader in innovation, we continue to transform the pizza and QSR industry while creating opportunities for team members to learn, grow and thrive. If you're ready to make an impact, build a meaningful career and help shape what's next, there's a place for you at Domino's. Job Description The Talent Acquisition Enablement Manager makes hiring at Domino's simpler, more consistent and measurably better. The role is the accountable owner of the end-to-end recruiting process, from talent demand through onboarding handoff, and the connection point among people, process, technology, data and partner teams. You are the process engineer and operating backbone for Talent Acquisition. You set common standards, redesign workflows, get more value from recruiting tools, apply automation and responsible AI to remove administrative work, and turn recruiting data into decisions leaders act on. You also keep the system governed, compliant, audit-ready and trusted. This is not a traditional recruiting-operations or systems-administration role. You work as part of the TA Leadership team to decide where work should be eliminated, simplified, standardized, automated or delivered at scale, and you work across HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners to make it stick. What You'll Do Talent Acquisition Operations Support the consistent execution of enterprise recruiting operations across corporate, supply chain, international, and store hiring. Maintain core recruiting workflows, templates, documentation, tools, service standards and operating procedures and ensure they are organized and easy to locate and use. Partner with recruiters, coordinators and TA leaders to identify operational barriers, clarify roles and improve handoffs across the hiring lifecycle. Monitor process adoption and data discipline, identify recurring issues and coordinate corrective actions. Support vendor, contract, access, system and operational administration activities as assigned. Process Optimization & Continuous Improvement Map the current-state internal, external, and contract recruiting processes from talent demand through onboarding handoff and find friction, duplication, unnecessary handoffs and administrative work. Redesign workflows to eliminate, simplify, standardize or automate work and to 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 that make improved processes sustainable. Measure the impact of process changes and recommend refinements based on feedback, operational data and business outcomes. Identify opportunities to improve the quality of recruiter and hiring-manager interactions. Keep a prioritized improvement roadmap ranked by business impact, recruiter capacity, candidate experience and process performance. Enable Technology, Automation, & Responsible AI Own the business processes behind the TA technology ecosystem (applicant tracking, CRM, sourcing, interview and onboarding tools) and partner with technology teams to connect systems, workflows and data into one coherent experience. Drive adoption and optimization of the tools we already own; find existing functionality that can replace manual work, disconnected tools or unnecessary third-party solutions. Turn recruiter, candidate and hiring-manager needs into clear business, system…

View the full posting and apply