Summary
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.
• Advanced degree or HR certification (e.g., SHRM-SCP, SPHR).
• Experience supporting a distributed or high-growth organization.
• A clear point of view on where AI and automation add leverage in recruiting.
The salary range for this full-time position is $140,000.00 - $220,000.00, + bonus + equity + benefits. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.
Chobani provides a comprehensive benefits package, including medical, dental, vision coverage, disability insurance, health savings account, flexible spending accounts, and tuition reimbursement. To help save for the future, all employees are eligible for a 401k match of 100% on up to 5% of eligible pay. To support growing families, we provide fertility and childcare assistance, and 12 weeks of parental leave at full pay after six months of continuous employment. In addition, we provide wellness resources which include an employee assistance program, fitness discounts, a wellness reimbursement, on-site gym access (certain locations) and a monthly wellness newsletter to connect you with resources and timely information. We offer various types of paid time of including: 120 hours of paid time off, 11 holidays, and paid volunteer time off.
