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Build a Bigger, Better, Bolder Future

Imagine working for a company that measures its success based off the growth of its colleagues, a company that invests in its future by investing in you. Little Caesars is a company where our colleagues make an impact.

Your Mission:

As Director, Talent Acquisition & Workforce Strategy, you will lead enterprise talent acquisition for Little Caesars, ensuring we have the right talent, in the right roles, at the right time to support our restaurants, distribution centers, bakery operations, corporate teams, and global growth priorities.

This leader serves as a strategic partner to business leaders, HR Business Partners, Finance, Communications, and cross-functional stakeholders to translate business plans into proactive workforce strategies, strong talent pipelines, scalable recruiting practices, anda consistentcandidate and hiring manager experience.

The role is accountable for talent acquisition strategy, workforce planning, employer brand, talent pipeline development, recruiting governance, talent analytics, and recruiting technology optimization. This leader also develops a high-performing Talent Acquisition team and helps reinforce a culture of accountability, teamwork, continuous improvement, and service to the business.

How You'll Make an Impact:

• Lead enterprise talent acquisition and workforce planning strategies aligned with business priorities, growth plans, organizational design, and future capability needs.Executes strategies and aligns resources to deliver against approved plans.

• Lead, coach, and develop a high-performing Talent Acquisition team by building capability, managing performance, and creating shared ownership of results.

• Lead talent acquisition projects, transformation initiatives, technology optimization efforts, and budget stewardship to strengthen recruiting capability and support business growth.

• Partner with HR, Finance, and business leaders to support annual and multi-year headcount planning, talent forecasting, strategic hiring decisions, and workforce planning alternatives.

• Develop internal and external talent pipelines for critical leadership,professional,operations, bakery, supply chain, restaurant, technical, and hard-to-fill roles to strengthen bench strength and succession readiness.

• Lead, sourcingmethodology, candidate pipeline development, hiring process excellence, and talent acquisition governance while driving simplification, standardization, and continuous improvement across recruiting practices.

• Partner with HR to ensure job descriptions, minimum qualifications, selection criteria, interview practices, and candidate evaluation processes are market-aligned, consistent, and legally defensible.

• Strengthen employerbrand, recruitment marketing, candidate experience, referral programs, internal mobility initiatives, talent communities, and external partnerships to support talent attraction and hiring effectiveness.

• Manage recruiting vendors, search firms, job boards, sourcing tools, and external partners to maximize hiring effectiveness and return oninvestment.

• Utilize recruiting metrics, workforce analytics, labor market trends,recruiting technologies, automation, reporting tools, and competitive insights to improve decision-making, operational efficiency, and workforce strategy execution.

Who You Are:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related fieldrequired; SHRM, HRCI, or equivalent certification preferred.

• 10+ years of progressive experience in talent acquisition, talent management, or related HR leadership roles

• Demonstrated experience leadingenterpriserecruiting functions within complex, multi-site, matrixed, or global organizations.

• Proven success leading recruiting teams, talent acquisition transformation, workforce planning initiatives, executive recruiting, and enterprise hiring strategies.

• Deep understanding of talent acquisition strategy, workforce planning, sourcing methodologies, talent pipeline development, talent management, and recruiting governance.

• Strong understanding of recruiting technology, applicant tracking systems(Workday Recruiting preferred), talent acquisition reporting, automation tools, and related HR systems.

• Knowledge of employment laws, recruiting compliance requirements, selection practices, and talentacquisitionbest practices.

• Experience managing vendors, search firms, job boards, sourcing platforms, and external talent partnerships.

Competencies:

• Business-first, practical, and strategic thinker who connects talent decisions to business outcomes.

• Strong peopleleaderwhocan build trust, create clarity, coach for performance, and motivate a high-performing team.

• Excellent communicator and collaborator with the ability to build relationships and influence across all levels of the organization.

• Data-driven problem solver who can translate insights into clear recommendations and action plans.

• Comfortable navigating complexity, leading through change, and balancing strategic priorities with hands-on execution.

• Demonstrates accountability, sound judgment, confidentiality, anda commitmentto building an inclusive and engaging workplace.

• Strong knowledge of employerbrand, candidate experience, recruitment marketing, onboarding, internal mobility, and talent attraction strategies.

• Ability to use labor market intelligence, workforce analytics, andrecruitingmetrics to influence decisions and improve outcomes.

Disclaimer:

The above is intended to describe the generalcontent ofand requirements for the performance of this job.It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements.

All items listed above are illustrative and not comprehensive. They are not contractual in nature and are subject to change at the discretion of Little Caesars Enterprises Inc.

Little Caesar Enterprises, Inc. is an Equal Employment Opportunity employer. All qualified applicants will receive consideration for employment without regards to that individual's race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender identity, age, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law.
The Company will strive to provide reasonable accommodations to permit qualified applicants who have a need for an accommodation to participate in the hiring process (e.g., accommodations for a job interview) if so requested.
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