AVP of Talent Acquisition

The Associate Vice President (AVP) of Talent Acquisition & Talent Management is a strategic executive leader responsible for designing and driving enterprise-wide talent acquisition, onboarding, and talent development strategies. This role shapes the future of the organization’s workforce by leveraging data, predictive analytics, and market insights to inform workforce planning, recruitment, internal mobility, and leadership pipeline development.

The AVP leads high-performing teams across recruitment and talent management and partners closely with senior leaders to align people strategies with operational goals. Through innovation, collaboration, and data-driven decision-making, the AVP helps build a diverse, agile, and future- ready workforce that advances the mission of the health system.

Key Responsibilities Strategic Leadership

• Design and lead an integrated talent acquisition, onboarding, talent management and culture strategy aligned with organization’s mission, vision, values and system-wide workforce priorities.

• Partner with the CHRO, hospital presidents, and operational executives to anticipate talent gaps and align strategy with business growth, clinical expansion, and operational readiness.

• Translate organizational priorities into scalable talent solutions that address current demands while preparing for future workforce evolution.

• Act as a strategic advisor to executive and operational leaders, aligning talent priorities with financial, clinical, and patient experience goals.

• Represent Talent Acquisition and Talent Management in enterprise initiatives, union partnerships, and strategic planning efforts.

• Serve as a key member of the senior HR leadership team in driving change management that support leadership alignment and cultural transformation.

Workforce Planning & Analytics

• Establish and maintain a system of talent metrics and performance dashboards that guide decision-making at the executive level.

• Use data and analytics to track sourcing efficiency, time-to-fill, quality-of-hire, internal mobility, retention, onboarding effectiveness, and talent readiness.

• Leverage internal and market labor analytics to proactively address talent risks and opportunities, including hard-to-fill roles and turnover hotspots.

• Collaborate with clinical and operations leaders in developing and implementing actionable insights integrating workforce data into workforce management solutions

Recruitment Operations

• Oversee recruitment operations across all facilities and service lines, ensuring consistency, speed, and quality in hiring practices.

• Lead the evolution of recruitment marketing and digital strategies to enhance employer brand, attract mission-aligned candidates, and expand reach into diverse talent pools.

• Create tailored approaches to executive recruitment, physician/provider hiring, and hard-to- fill specialty roles.

• Continuously evaluate and optimize organizational design, technology, and workflows to support system growth and operational efficiency.

New Hire Onboarding

• Oversee the enterprise onboarding strategy, ensuring a consistent, seamless, engaging, and scalable experience that accelerates employee performance and retention.

• Partner with HR Compliance, Learning & Development, Clinical Education and operational leaders to align onboarding process with role requirements, compliance needs, and organizational culture.

• Ensure recruitment and onboarding processes are consistently in adherence with all internal policies, regulatory and compliance requirements.

• Leverage onboarding metrics and auditing processes to monitor onboarding efficiency and effectiveness.

• Implement initiatives to continuously improve the new hire experience and reduce first-year employee turnover.

Talent Management & Workforce Development

• Drive strategic workforce planning in partnership with operational and HR leaders, translating data into workforce models and staffing solutions.

• Lead the design of enterprise frameworks for succession planning, leadership development, and career mobility.

• Collaborate with Organizational Development to align learning programs with skill gaps, leadership pipelines, and future workforce capabilities.

Team Leadership

• Lead and develop a high-performing leadership team across Talent Acquisition and Talent Management functions, setting clear goals, expectations, and service standards.

• Foster a collaborative, service-oriented and results-driven team culture that models the CARE values.

• Develop performance metrics to drive a culture of accountability, customer service, and continuous improvement.

Required Competencies

• Exceptional strategic planning skills with proven ability to translate data into actionable workforce strategies.

• Demonstrated expertise in building and using dashboards, analytics platforms, and KPIs to inform decisions and measure impact.

• Skilled in managing large-scale, high-volume recruitment functions and high-stakes talent planning in complex, matrixed organizations.

• Strong executive presence with the ability to influence and advise senior leadership across clinical, corporate, and operational domains.

• Deep knowledge of recruitment marketing, workforce planning, onboarding strategy, and leadership development practices.

• Demonstrates integrity, reliability, and consistency in actions and decisions. Builds credibility by honoring commitments, maintaining confidentiality, and being transparent in communication. Fosters a culture of psychological safety where others feel respected and valued.

• Clearly and thoughtfully conveys information across all levels of the organization. Adapts communication style to suit the audience, actively listens, and ensures understanding. Promotes open dialogue, provides constructive feedback, and facilitates alignment through clear and timely messaging.

• Thrives in changing or uncertain environments and makes progress without having all the answers. Approaches complexity with a solution-oriented mindset, remains calm under pressure, and guides others through uncertainty by setting direction, maintaining flexibility, and adjusting plans as needed.

Qualifications

• Education: Bachelor’s degree required. Master’s degree in Human Resources, Business,

Healthcare Administration, or a related field strongly preferred.

• Experience: Minimum of 10 years of progressive leadership experience in talent acquisition and/or talent management, including at least 3 years in an executive or system-level leadership role.

• Certifications: Professional HR certification (SPHR, SHRM-SCP, or equivalent) preferred.