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.

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 and reporting requirements, and partner with HR Technology on enhancements, integrations, user acceptance testing and release readiness.
• Build and maintain the TA automation and AI roadmap, prioritized by business value, feasibility, risk and user experience.
• Partner with Legal to set standards and controls for responsible AI in hiring, keep human accountability for hiring, offer and adverse decisions, and monitor for adverse impact.
• Pilot new capabilities, measure results, scale what improves productivity, quality or experience, and retire what does not.

Compliance, Governance & Quality Assurance

• Own TA process standards, SOPs, playbooks, requisition taxonomy and process documentation, and keep them current and easy to find.
• Run governance for changes to process, technology, automation and AI, including process 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 on a routine basis; document findings and drive remediation.
• Ensure the process meets EEO, OFCCP, pay transparency, background check, I-9 and data privacy requirements, plus local rules, 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.

Deliver Analytics, Scorecards, & Insights

• Design and own the recruiter scorecard and a focused set of KPIs, with clear definitions, targets and owners, covering speed, quality, experience, efficiency and process compliance (for example time to fill, offer acceptance, quality of hire, requisition load, candidate and hiring-manager satisfaction).
• Publish results on a regular cadence, review performance with TA leadership, and escalate sustained gaps.
• Own the 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 sources so the numbers can be trusted.
• Analyze funnel performance, cycle time, conversion, source effectiveness, offer outcomes, recruiter workload, quality of hire, hiring manager experience, and candidate experience.
• Run a recurring operating review that surfaces trends, bottlenecks, root causes and recommended actions, not just charts.
• Quantify the capacity, cost, quality or experience impact of each improvement, and show whether changes are removing work from recruiters and hiring leaders.
• Partner with TA leaders and HR Technology to define and refine reporting needs and prioritize enhancements.

Internal Mobility Insights & Talent Intelligence

• Partner with recruiters and TA leaders to frame research questions, scope talent-mapping projects and keep reusable talent maps, research libraries and market insight current.
• 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.

Stakeholder Partnership, Change Leadership, & Capability Building

• Be the connection point among TA, HR Technology, Legal, Analytics, Finance, operations, vendors and scalable delivery partners, and resolve gaps where work or decisions fall between teams.
• 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 the underlying problem.
• Build feedback loops with recruiters, hiring managers, field operators and candidates, and use them to improve candidate and hiring-manager experience.
• 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.

• Bachelor's degree or equivalent combination of education and relevant experience.
• 5+ years in Talent Acquisition operations, recruiting transformation, HR process improvement, HR technology, recruiting analytics or a related field, including 2+ years owning or redesigning an end-to-end process.
• Experience implementing or optimizing recruiting technology (applicant tracking, CRM, sourcing or interview tools), digital workflows or automation.
• Strong analytical skills: validate data, find patterns, diagnose root causes and turn findings into recommendations. Advanced Excel, 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 to simplify complex problems into clear requirements, decisions and actions for technical and non-technical audiences.
• Clear written and verbal communication, including presenting insights and recommendations to senior leaders.
• Strong project management, documentation and attention to detail, with comfort handling multiple priorities and sensitive information.

Preferred Qualifications

• 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.
• Process mapping, Lean, Six Sigma, agile product practices or another continuous-improvement methodology, and 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.

What You'll Bring to Domino’s

In addition to the technical and functional requirements of this role, successful candidates demonstrate Domino's Hungry for MORE Ways of Working:

Be Curious

•  Dig beneath the requisition to understand the real talent challenge and what will solve it.

Connect the Dots

• Bring together hiring, staffing, retention, technology and operations to solve the whole problem.

Aim High

• Challenge traditional approaches to high-volume recruiting and continuously look for a simpler, better and more scalable way.

Shift Fast

• Learn quickly, adapt as talent demand changes and scale what works.

Deliver More

• Owns outcomes, executes with discipline and finds new ways to create measurable value for candidates, leaders and the business.