Head of Talent Acquisition Enablement

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.

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.

• 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

• 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

• 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

• 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

• 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

• 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

• Hartford, CT or Woonsocket, RI
• Open to…