Head of Talent Acquisition Enablement

Job description

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. Position Summary The head of Talent Acquisition (TA) Enablement serves as the strategic architect and operator of enterprise-wide Talent Acquisition delivery. This role is accountable for enabling a best-in-class hiring experience by designing, governing, and continuously optimizing the end-to-end TA ecosystem—spanning process architecture, AI enablement, operational governance and capability delivery. As a critical enabler of Talent Acquisition’s strategic impact, this leader ensures that the function is powered by scalable, AI-driven solutions, streamlined operations, and disciplined execution. The role partners closely across HR, Digital/Technology (DDAT), and business stakeholders to translate TA strategy into measurable outcomes—enhancing speed, quality, and colleague experience while reducing cost and complexity. TA Enablement Strategy & AI-Driven Process Architecture • Serve as the enterprise leader for TA enablement strategy, defining how Talent Acquisition delivers value through integrated, end-to-end processes versus siloed execution • Translate TA strategy and transformation priorities into scalable operating models, AI-enabled workflows, and delivery roadmaps • Lead the design of future-state TA processes, embedding AI, automation, and agentic workflows to drive efficiency, effectiveness, and experience • Act as the primary advisor on TA operating model decisions, including build vs. buy Automation and outsourcing strategies • Establish standardized, enterprise-wide TA processes while balancing necessary business or market-specific variation • Own and optimize the TA technology and process ecosystem (e.g., Workday, Phenom), ensuring alignment across policy, process, and platforms • Operational Excellence & Continuous Improvement • Build and lead the Talent Acquisition continuous improvement (CI) strategy, prioritizing initiatives based on business value, risk, and experience impact • Drive Lean, Six Sigma, and design-thinking methodologies to reduce cycle time, eliminate inefficiencies, and improve hiring outcomes • Embed a culture of operational discipline and continuous improvement across TA, HR, and Solutions Delivery teams • Develop internal capability within TA and HR leaders to apply structured problem-solving and process optimization approaches TA Work Transition & Transformation Enablement • Lead end-to-end execution of TA transformation initiatives, ensuring seamless transition of work, capabilities, and technologies • Establish and govern transition playbooks covering process documentation, knowledge transfer, training, and go-live readiness • Ensure new capabilities are integrated without disrupting service quality, SLAs, or stakeholder experience • Provide transparent reporting to HR leadership on transformation progress, risks, and stabilization outcomes Demand Management & Intake Governance • Own the enterprise intake model for all Talent Acquisition work, including strategic initiatives, business requests, policy changes, and regulatory requirements • Implement governance frameworks to prioritize, sequence, and resource work aligned to enterprise strategy and operational capacity • Partner with HR Strategy, Corporate Strategy, and business transformation teams to ensure alignment between demand and delivery • Drive data-informed decision-making that balances urgency, capacity, and experience impact Vendor, Outsourcing & Talent Marketing Enablement • Oversee TA vendor strategy and outsourcing governance, ensuring optimal service delivery, cost efficiency, and performance outcomes • Lead evaluation and integration of external partners and solutions to enhance TA capability and scalability • Ensure Talent Marketing capabilities are effectively enabled and integrated within the broader TA delivery model Knowledge Management & AI Enablement • Own the TA knowledge management strategy, ensuring accurate, accessible, and high-quality content for recruiters, hiring managers, and HR partners • Establish governance for content lifecycle, taxonomy, and quality standards • Enable AI-powered knowledge ecosystems (e.g., chatbots, digital assistants) through structured, high-quality data • Track and improve knowledge effectiveness via adoption, accuracy, and experience metrics Impact & Success Measures • Improved speed and quality of hiring outcomes • Increased adoption and effectiveness of AI-enabled TA processes • Reduced operational costs through automation and optimization • Enhanced recruiter, hiring manager, and candidate experience • Strong alignment between TA strategy, operations, and business priorities Location • Hartford, CT or Woonsocket, RI • Open to remote: East Coast (preferred) with the willingness and ability to be in the Hartford, CT/Woonsocket, RI offices based on needs of the business Required Qualifications • 15+ years of leadership experience in Talent Acquisition, HR Operations, or enterprise enablement roles • Proven ability to lead large-scale HR/TA transformation in complex, matrixed environments • Deep expertise in process design, operational excellence, and governance at scale • Experience managing vendor ecosystems, outsourcing strategies, and enterprise technology platforms • Strong capability in driving AI/automation adoption within HR or TA environments Preferred QualificationsLean Six Sigma certification or equivalent continuous improvement expertise preferredEducation Bachelors Degree (Required) Pay Range The typical pay range for this role is: $131,500.00 - $303,195.00 This pay range represents the base hou