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 Qualifications
Lean Six Sigma certification or equivalent continuous improvement expertise preferred
Education
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 hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company’s equity award program.
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.
Great benefits for great people
We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families.
Additional details about available benefits are provided during the application process and on Benefits Moments.
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.
Skills Required
- 15+ years of leadership experience in Talent Acquisition, HR Operations, or enterprise enablement roles
- Experience leading large-scale HR or Talent Acquisition 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
- Capability to drive AI and automation adoption within HR or Talent Acquisition environments
- Lean Six Sigma certification or equivalent continuous improvement expertise
- Bachelor's degree
CVS Health Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about CVS Health and has not been reviewed or approved by CVS Health.
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Healthcare Strength — Health coverage includes medical, dental, and vision with HSA-eligible options, free preventive care, virtual care, and access to MinuteClinic services. Mental-health resources such as counseling support are emphasized, and coverage is often considered solid for full-time colleagues.
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Retirement Support — A dollar-for-dollar 401(k) match up to 5% after one year and an Employee Stock Purchase Plan are consistently highlighted in Total Rewards materials. Feedback suggests retirement programs are a meaningful strength within the overall package.
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Wellbeing & Lifestyle Benefits — Wellbeing offerings include up to 20 no-cost counseling sessions per issue, backup care, tuition assistance, and substantial in-store discounts, alongside broader wellness tools. These everyday perks expand value beyond base pay and can be especially meaningful for full-time schedules.
CVS Health Insights
What We Do
CVS Health is the leading health solutions company that delivers care in ways no one else can. We reach people in more ways and improve the health of communities across America through our local presence, digital channels and our nearly 300,000 dedicated colleagues – including more than 40,000 physicians, pharmacists, nurses and nurse practitioners. Wherever and whenever people need us, we help them with their health – whether that’s managing chronic diseases, staying compliant with their medications, or accessing affordable health and wellness services in the most convenient ways. We help people navigate the health care system – and their personal health care – by improving access, lowering costs and being a trusted partner for every meaningful moment of health. And we do it all with heart, each and every day.
