Talent Acquisition Operations & Enablement Manager

Salary Range: $103,500 - $125,000 per year.

The above base pay range may vary depending on location, job-related knowledge, skills and experience. The range listed is just one component of Wayfair’s total compensation package for employees. Depending on the position offered, equity, bonuses, commissions and other forms of compensation may be provided as part of the compensation package, in addition to a comprehensive suite of medical, financial and additional benefits.

This is a Boston-based hybrid role. You are required to be onsite Monday through Thursday in our Boston, MA headquarters. Friday is WFH.

The Talent Acquisition Enablement (TAE) team is a Center of Excellence, driving innovation in how we attract, engage, and hire top talent. We explore and implement cutting-edge technologies and best practices, empowering our global TA teams to deliver an exceptional candidate experience and build a world-class workforce.

Our TAE team is seeking a TA Operations Manager who sits at the forefront of our multi-year TA technology journey and plays a critical role in shaping how recruiters, hiring managers, and candidates experience every step of the hiring process. This is a highly impactful role in that you will drive the technology strategy for the team, ensuring it ladders up into broader TA and talent goals for our 3+ year technology roadmap and vision.

As the TA Operations Manager, you will act as the business architect for our TA tech stack — turning strategy, user feedback, and market insights into concrete solutions that remove friction, unlock automation, and elevate decision quality. You will translate complex needs into clear requirements, lead business-side execution for high-impact initiatives, and serve as the voice of the user to ensure our tools and workflows actually work for the people who rely on them every day. This role matters because the quality of our systems and processes directly impacts recruiter capacity, time-to-hire, and candidate experience — you will be the person ensuring our tools, data flows, and workflows keep pace with the business and unlock that impact at scale.

What You’ll Do:

• People Leadership & Development: Lead, coach, and develop a team of 1–2 direct reports, setting clear priorities, providing regular feedback, and creating growth opportunities that build strong TA operations and systems skills.
• Turn Strategy into Solutions: Partner with TA and HR leaders and Technology to translate hiring strategy, user feedback, and industry trends into clear business requirements and prioritized projects that improve how we hire.
• Business-Side Project Ownership: Once initiatives are prioritized, own execution from the business side by defining goals and success criteria, documenting requirements, coordinating stakeholders, and leading business readiness from kickoff through launch.
• Optimize TA Tools & Workflows: Act as the business owner for core TA products (e.g., ATS/CRM, requisition management, scheduling, assessments, AI), supporting configuration decisions, UAT, issue escalation, and end‑to‑end workflow design across systems.
• Enable Data & Reporting: Work closely with Technology and Analytics teams to ensure vendor and platform data flows correctly into our reporting environment, help identify and escalate data quality or access issues, and support recruiter and leader adoption of core TA dashboards.
• Drive Change & Adoption: Design and deliver clear communications and training for new tools and processes so recruiters and hiring managers understand what is changing, why it matters, and how to use new capabilities with confidence.

What You’ll Need:

• Experience: 5+ years of experience in strategic operations, business systems, product operations, or program management, preferably supporting Talent Acquisition or HR technology in a fast-paced environment.
• Implementation & Systems Background: Proven experience leading the business side of technology or process rollouts (requirements, UAT, launch, stabilization), with familiarity using or supporting enterprise TA tools. Experience with Avature, Paradox, Workday a plus.
• User-Centric Problem Solving: Track record of turning recruiter and hiring manager pain points into clear problem statements and practical, scalable solutions that improve efficiency and experience.
• Cross-Functional Influence: Ability to partner effectively with Technology, Analytics, HR/People teams, and business leaders to align on priorities, make trade‑offs, and move work forward without always having direct authority.
• Operational & Analytical Rigor: Strong organizational skills and attention to detail; comfortable working with process maps, intake backlogs, and basic funnel or usage data to inform decisions and measure impact.
• Change & Communication Skills: Demonstrated success driving adoption of new tools or processes through effective communication and training, with the ability to explain complex concepts in simple, accessible language for a broad audience.