Director - Talent Acquisition

Job Requirements

The Director of Talent Acquisition provides enterprise leadership for Health First’s talent acquisition function and is accountable for developing and executing strategies that attract, identify, select, and hire the talent needed to advance the organization’s mission, operating priorities, and workforce plans. The Director leads a high-performing Talent Acquisition team, establishes consistent and consumer-centered recruiting practices, and uses workforce intelligence, market data, technology, and performance measures to improve hiring outcomes across Health First’s integrated delivery network.

In addition to leading Talent Acquisition, the Director may serve as an HR executive liaison to designated business areas or strategic initiatives. In this capacity, the Director represents Human Resources, connects leaders with the appropriate HR expertise, facilitates coordinated solutions across HR functions, and helps translate organizational priorities into practical people and workforce strategies. This liaison responsibility supplements, but does not replace, the Director’s primary accountability for enterprise Talent Acquisition leadership.

PRIMARY ACCOUNTABILITIES Co-Defines and executes a clear enterprise Talent Acquisition strategy aligned with Health First’s mission, vision, strategic priorities, workforce plans, and commitment to an exceptional candidate and leader experience. Leads the full-cycle Talent Acquisition function, including recruitment strategy, sourcing, selection, offer practices, recruitment operations, and transition to preboarding and onboarding partners.

Establishes consistent, equitable, compliant, and efficient recruiting practices across the integrated delivery network while allowing appropriate flexibility for distinct clinical, operational, professional, executive, and high-volume workforce needs. Builds, coaches, and develops a high-performing Talent Acquisition leadership and recruiting team with clear roles, service expectations, decision rights, performance standards, and development plans.

Partners with organizational stakeholders to anticipate workforce demand, translate business priorities into talent strategies, and advise leaders on labor-market conditions, recruiting risks, and hiring options. Determines recruiting service levels, performance measures, dashboards, and operating reviews; use data and feedback to improve hiring outcomes and stakeholder experiences. Optimize recruiting technology, automation, digital tools, and resources while maintaining appropriate governance, privacy, financial stewardship, and human oversight.

Leads enterprise sourcing and talent-pipeline strategies, including internal mobility, early-career programs, educational partnerships, military and veteran recruitment and out-of-market recruitment. Oversees recruitment marketing and employment-brand activation in partnership with Communications and Marketing. Governs external search firms, recruitment agencies, and sourcing partners, including selection, utilization, performance, and cost management.

Ensures Talent Acquisition policies, processes, documentation, and selection practices comply with applicable laws, regulations, accreditation expectations, and Health First requirements. Represents Talent Acquisition in enterprise forums; communicate priorities, results, risks, and decisions while strengthening external talent partnerships and managing the department’s budget and resources. LEADERSHIP ACCOUNTABILITIES Define and communicate a clear, compelling vision for the team that effectively ties into the mission and vision of Health First and inspire the team to achieve that vision.

Provide leadership, motivation, coaching, feedback and support to foster and strengthen growth and development of an effective, high performing team. Lead change through effective communication, explaining the connection and value to the organization, creating stronger buy-in and urgency, while understanding impact to the team to obtain commitment. Demonstrate openness to hearing diverse ideas and thoughts; create a sense of inclusivity; and encourage collaboration across teams to help break down silos to meet the team’s and organization’s goals.

Recruit, select, grow, and retain highly engaged, high performing diverse and inclusive associates. Display strong strategic and financial acumen in areas of responsibility in alignment with the organization's strategic objectives. Work Experience

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration or a relevant field. Work

Seven (7) years of progressively responsible Talent Acquisition, recruiting, or related HR experience, with at least three (3) of those years leading people, programs, or a significant recruiting function.

None Certification: None Skills/Knowledge/Abilities: Experience developing and executing talent acquisition strategies, advising senior leaders, managing complex stakeholder relationships, and using data to improve recruiting performance. Knowledge of employment practices, selection methods, recruiting operations, sourcing strategies, workforce planning concepts, and applicant tracking or recruiting technology. Ability to operate effectively in a complex, matrixed organization and to manage multiple enterprise priorities with sound judgment and discretion.

Excellent executive communication, consultation, relationship-building, facilitation, and change leadership skills.

Master’s degree in Healthcare, Business Administration, or relevant field. Work

Ten (10) years progressive Talent Acquisition or HR leadership experience, including leadership within a multi-hospital health system, integrated delivery network, or comparably complex organization. Skills/Knowledge/Abilities: Experience leading enterprise recruiting transformation, recruitment operations, workforce pipeline programs, employment branding, recruiting technology optimization, or vendor governance. Professional certification such as SHRM-SCP, SPHR, or an equivalent advanced HR credential.

Demonstrated success partnering with executives and coordinating solutions across multiple HR disciplines. PHYSICAL REQUIREMENTS Majority of time involves sitting or standing; occasional walking, bending, and stooping. Long periods of computer time or at workstation.

Light work that may include lifting or moving objects up to 20 pounds with or without assistance. May be exposed to inside environments with varied temperatures, air quality, lighting and/or low to moderate noise. Communicating with others to exchange information.

Visual acuity and hand-eye coordination to perform tasks. Workspace may vary from open to confined. May require travel to various facilities within and beyond county perimeter; may require use of personal vehicle.

Benefits ABOUT HEALTH FIRST At Health First, diversity and inclusion are essential for our continued growth and evolution. Working together, we strive to build and nurture a culture that recognizes, encourages, and respects the diverse voices of our associates. We know through experience that different ideas, perspectives, and backgrounds create a stronger and more collaborative work environment that delivers better results.

As an organization, it fuels our innovation and connects us closer to our associates, customers, and the communities we serve.

Full-Time Shift Times : 8:00am - 5:00pm Paygrade : PG-EDR