Director, Talent Acquisition Enablement & Operations

Mariner Wealth Advisors•Overland Park, KS

5d•$100,000 - $125,000•Remote

About The Position

About the Role: The Director of Talent Acquisition Enablement & Operations is responsible for redefining how recruiting work is executed by operationalizing modern systems, automation, and AI at scale. This role exists to challenge legacy recruiting assumptions, remove low-value human work, and design technology-enabled workflows that materially improve speed, quality, and signal clarity. Rather than preserving traditional recruiting practices, this leader focuses on replacing outdated ways of working with scalable, data-informed alternatives. Partnering closely with TA leadership, recruiters, and technology providers, the Director translates strategic intent into new operating behaviors—often requiring experimentation, iteration, and discomfort before adoption. This is an execution and enablement leadership role for someone who has already lived at the edge of recruiting innovation and is motivated by building what comes next, not just optimizing what already exists. Key Outcomes: Elimination of low-signal, manual recruiting work through automation and system design Measurable increases in recruiter capacity Adoption of new recruiting behaviors enabled by systems, not enforced by policy Tangible progress toward next-generation recruiting models defined by TA leadership

Requirements

Senior-level experience in TA enablement, recruiting systems, recruiting operations, or TA transformation roles
Hands-on experience with Ashby ATS (or Greenhouse)
Demonstrated success implementing AI and automation in recruiting environments
Track record of modernizing recruiting practices
Strong systems-thinking and workflow design capabilities
Comfort driving change without positional authority

Nice To Haves

Experience with AI-driven screening or assessment platforms (e.g., Humanly)
Enterprise-level experience with LinkedIn Recruiter
Experience pushing vendors beyond standard use cases
Background in product, systems, or transformation roles embedded in TA

Responsibilities

Enablement & Operating Model Execution Execute the Talent Acquisition strategy and operating model defined by TA leadership by designing new workflows, not reinforcing old ones
Identify recruiting practices that persist due to habit rather than value and lead their replacement through technology and automation
Translate strategic direction into scalable systems, processes, and decision frameworks
Design recruiting workflows that intentionally reduce human intervention where signal quality supports automation Recruiting Technology & Innovation Leadership Own day-to-day enterprise relationships with recruiting technology partners including Ashby, LinkedIn, Humanly, Jove, and emerging platforms
Push vendors beyond default configurations to support evolving recruiting models
Lead experimentation, pilots, and iterative adoption of new features and capabilities
Partner with vendors to improve how candidate signals are surfaced earlier and used more effectively Automation, AI & Signal Design Lead the application of AI and automation to replace repetitive recruiter tasks and improve screening and prioritization
Establish clear principles for what should be automated, AI-assisted, or human-led
Continuously test, refine, and evolve signal models as hiring needs change Change Leadership Through Enablement Lead change through system design and enablement rather than mandate
Accept and manage short-term resistance in service of long-term improvement
Partner with recruiters to validate outcomes, not preserve preferences
Balance speed, adoption, and trust while maintaining forward momentum Enablement Artifacts, Insights & Communication Build workflow architectures, playbooks, operating guides, and training materials
Develop executive-ready updates on progress, risks, and tradeoffs
Surface insights to TA leadership to inform ongoing strategy decisions