The Opportunity

We are searching for a strategic program leader to direct and develop Adobe's Hiring Enablement function within Global Talent Acquisition (GTA). This role exists where enterprise ambitions meet innovative delivery and frontline hiring excellence. It manages all facets of programming that establish how hiring leaders and panelists identify, evaluate, and select talent at scale.

A central focus of this role is translating programs tied to enterprise goals that redefine how roles are developed, leveled, and evaluated across the organization. You will partner closely with GTA Analytics and hiring leaders to build and deliver enablement programs that are globally consistent and locally relevant. These programs equip every hiring team member with the skills, frameworks, and tools to make great hiring decisions.

The successful applicant offers profound knowledge in program management, a clear comprehension of hiring mechanisms, and the skill to transform intricate organizational strategies into effective, scalable enablement. You are a developer, a strategic collaborator, and a connector who flourishes where data, people, and programs converge.

What you'll Do

• Lead the How to Hire program suite, Adobe's primary hiring support initiative. Make certain hiring managers and interviewers possess the skills, tools, and frameworks required to evaluate and choose talent fairly and accurately.
• Develop structured, repeatable enablement frameworks that connect hiring manager and interviewer readiness to broader GTA transformations. Ensure all enablement efforts are modular and scalable - built once, deployable globally, and adaptable to local hiring contexts without requiring custom rebuilds.
• Partner with GTA leadership and cross-functional teams (e.g., GTA Analytics, Total Rewards, People Analytics, Talent Marketing, and HR Business Partners) to ensure hiring enablement programs reflect current role definitions, compensation philosophy, and talent strategy.
• Work directly with hiring leaders across functions and geographies to identify capability gaps, co-develop enablement content, and ensure programs are grounded in real hiring challenges.
• Establish program success metrics and report progress to GTA and business leadership, connecting enablement outcomes to hiring quality, speed, and experience.
• Build feedback loops between hiring teams and program development to ensure content remains current, relevant, and aligned to evolving business priorities.

What you need to succeed

• Over 8 years of experience in Talent Acquisition Operations or HR program management, preferably within large international companies
• Prior experience within a talent acquisition function (e.g., full-cycle recruiting, hiring operations) with a solid understanding of recruiter workflows, interviewer dynamics, and hiring manager challenges
• Positive relationship skills with analytics teams - comfortable defining metrics, interpreting data, and using insights to drive program decisions and demonstrate impact.
• Executive presence and influence skills, enabling credible engagement with senior hiring leaders, cross-functional collaborators, and GTA leadership to align programs to business priorities.
• Experience developing hiring enablement content such as interviewer training, structured interview guides, calibration frameworks, and role-specific assessment resources.
• Comfortable with AI-enhanced tools in recruiting or HR, capable of blending emerging features into enablement programs in practical, ethical, and role-relevant ways.
• Comfort navigating ambiguity and driving clarity in fast-paced, high-change environments.

AI Use Guidelines for Interviews:
Our interviews are designed to reflect your own skills and thinking. The use of AI or recording tools during live interviews is not permitted unless explicitly invited by the interviewer or approved in advance as part of a reasonable accommodation. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.

At Adobe, we empower employees to innovate with AI - and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it's restricted during live interviews. See how we think about AI in the hiring experience.

Expected Pay Range:
Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $110,000 -- $202,250 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process.

In California, the pay range for this position is $139,700 - $202,250In Washington, the pay range for this position is $127,700 - $184,850

At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).

In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.

State-Specific Notices:

California:

Fair Chance Ordinances

Adobe will consider qualified applicants with arrest or conviction records for employment in accordance with state and local laws and "fair chance" ordinances.

Colorado:

Application Window Notice

If this role is open to hiring in Colorado (as listed on the job posting), the application window will remain open until at least the date and time stated above in Pacific Time, in compliance with Colorado pay transparency regulations. If this role does not have Colorado listed as a hiring location, no specific application window applies, and the posting may close at any time based on hiring needs.

Massachusetts:

Massachusetts Legal Notice

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.