AVP of Talent Acquisition

Summit BHC

About The Position

The AVP of Talent Acquisition is responsible for leading and optimizing Summit's Talent Acquisition function to attract, hire, and retain high-performing talent in support of the organization's mission and strategic objectives. Reporting to the Chief Human Resources Officer, this role provides leadership for recruitment operations, sourcing strategy, talent acquisition technology, analytics, vendor management, and team development. The AVP will enhance recruiting processes, infrastructure, and performance while fostering strong partnerships with operational and HR leaders. This position recognizes the important role Talent Acquisition plays in strengthening workforce stability, supporting employee retention, enhancing organizational culture, and ensuring Summit attracts talent aligned with its values and commitment to excellence.

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field preferred; equivalent experience will be considered.
7+ years of progressive Talent Acquisition experience, including leadership responsibility for recruiting operations, sourcing strategy, and team development.
Demonstrated success leading Talent Acquisition functions within healthcare, behavioral healthcare, or other complex, multi-site organizations of comparable size and scale.
Proven experience improving recruiting performance through process optimization, technology utilization, analytics, vendor management, and operational leadership.
Demonstrates a strong sense of urgency, accountability, and ownership for results.
Possesses a continuous improvement mindset and the ability to identify opportunities to enhance processes, service delivery, and recruiting outcomes.
Builds credibility and effective working relationships through collaboration, communication, and sound business judgment.
Understands the important role Talent Acquisition plays in supporting workforce stability, organizational growth, employee retention, and a culture of excellence.

Responsibilities

Evaluate the current Talent Acquisition organizational structure, team capabilities, workflows, technologies, and service delivery model.
Develop and implement a Talent Acquisition operating model that establishes clear accountability, roles, responsibilities, and performance expectations.
Lead organizational redesign recommendations as needed to improve efficiency, scalability, and recruitment outcomes.
Establish departmental goals, priorities, and performance standards aligned with organizational hiring needs and business objectives.
Develop annual Talent Acquisition business plans, budget, operational priorities, and continuous improvement initiatives.
Develop and standardize recruitment processes, policies, procedures, and service-level expectations across the organization.
Establish recruiter requisition load guidelines, workload management practices, and productivity standards.
Enhance communication and partnership between recruiters, hiring managers, HR leaders, and operational stakeholders.
Identify and eliminate process bottlenecks that negatively impact hiring speed, quality, and candidate experience.
Ensure recruitment activities comply with company policies, employment regulations, and organizational standards.
Establish governance and oversight processes for external recruitment partnerships, including search firms, agencies, and contract labor vendors to ensure quality, responsiveness, and cost effectiveness.
Partner with Operations, HR, and Finance to monitor contract labor utilization trends and identify opportunities to reduce dependency through proactive recruitment strategies.
Design and implement recruiting scorecards, dashboards, key performance indicators, and workforce reporting tools.
Develop reporting that measures recruiter productivity, sourcing effectiveness, hiring manager responsiveness, time-to-fill, quality of hire, and hiring outcomes.
Partner with HRIS and Workday stakeholders to improve system utilization, recruiting workflows, automation, and reporting capabilities.
Establish reporting cadences that provide meaningful insights to HR leadership and operational leaders.
Monitor and analyze recruitment advertising expenditures, vendor performance, sourcing channel effectiveness, and return on investment to ensure responsible utilization of recruitment resources.
Develop and manage enterprise sourcing strategies across internal and external recruitment channels, including job boards, social recruiting platforms, employee referrals, talent communities, and networking initiatives.
Evaluate, optimize, and manage recruitment marketing investments, including platforms such as Indeed, LinkedIn, niche healthcare job boards, and other sourcing technologies.
Establish sourcing channel performance standards and ensure recruiting resources are allocated to maximize candidate quality, hiring outcomes, and budget efficiency.
Lead vendor selection, contract evaluation, and ongoing performance management for recruitment advertising and sourcing partners.
Enhance candidate engagement and experience throughout the recruitment lifecycle to improve applicant conversion and offer acceptance rates.
Lead, coach, mentor, and develop Talent Acquisition team members to strengthen capability, accountability, and performance.
Establish performance expectations, productivity metrics, and development plans for recruiters and Talent Acquisition leaders.
In partnership with HR and Training Department, train and support hiring managers on effective interviewing, candidate selection, recruitment processes, and hiring best practices.
Serve as a trusted advisor regarding recruiting trends, labor market conditions, sourcing strategies, and talent acquisition best practices.
Foster a culture of continuous improvement, operational excellence, customer service, and accountability throughout the Talent Acquisition function.