Director of Talent Acquisition

Clinton Health Access Initiative•,

About The Position

The Clinton Health Access Initiative, Inc. (CHAI) is a global health organization committed to saving lives and reducing the burden of disease in low- and middle-income countries. CHAI supports governments and the private sector in creating and sustaining high-quality health systems. Founded in 2002, CHAI has expanded its focus from HIV/AIDS to include infectious diseases like COVID-19, malaria, tuberculosis, and hepatitis, as well as non-communicable diseases, vaccine rollout, maternal and child mortality, chronic malnutrition, and assistive technology. CHAI also invests in strengthening health systems through human resources for health, digital health, and health financing. CHAI values its diverse team of enthusiastic individuals across 40 countries and is committed to providing equal employment opportunities, valuing diversity and inclusion. The Director of Talent Acquisition reports to the Senior Director, People Operations and leads CHAI's global talent acquisition function across 40 countries. This senior leadership role is responsible for the global team, TA strategy, operating model, and technology stack. The Director will set the direction for attracting, assessing, and hiring talent, working closely with organizational leadership on hiring priorities and workforce planning. The role encompasses employer brand, EVP, proactive pipelines, internal mobility, referral and alumni programs, and the adoption of data and AI-enabled technology to enhance CHAI's profile as an employer of choice.

Requirements

Significant experience leading talent acquisition in complex, decentralised, multi-country organisations, with direct accountability for strategy, operating model and team performance.
A track record of building TA infrastructure that is actively used, including process design, technology adoption, performance frameworks and reporting that people trust and act on.
Deep practical knowledge of proactive sourcing, passive candidate engagement, talent mapping and talent pooling across diverse and competitive markets.
Strong analytical capability, able to build meaningful metrics, interpret what the data is saying and communicate insight clearly and confidently to senior audiences.
Demonstrated ability to influence and build credibility across a complex, multi-stakeholder organisation and to advise senior leadership with confidence.
Experience hiring across low- and middle-income country contexts, with a real understanding of what makes those markets different and what it takes to hire well in them.
Strong people leadership, including the ability to coach and develop TA professionals, hold a team to high standards and bring people with you through change.
TA technology ecosystem management, including ATS, CRM, talent intelligence, talent pooling, candidate engagement and AI-enabled platforms.
Employer brand and EVP development, building attraction strategies and candidate-facing communications that position an organisation as a destination employer.
Recruitment marketing and programmatic media, including channel strategy, activation and performance management.
Data analysis and reporting, translating hiring data into clear organisational insight that informs decisions.
Assessment and selection design, building structured, evidence-based methodologies across role types and levels.
Influencing and building credibility across a complex, multi-stakeholder organisation.
Advising and communicating with confidence at executive level.
Leading teams and stakeholders through change.
Coaching and developing TA professionals.

Nice To Haves

Experience in international NGOs, global health or international development, with a working knowledge of the mission-driven candidate landscape and the particular hiring challenges of the sector.
Experience driving adoption of new ways of working, technology and AI-enabled tools across a talent acquisition function, bringing teams and stakeholders with you through the change.

Responsibilities

Design and own CHAI's global TA operating model, ensuring it reflects the organization's diverse hiring needs across role types, geographies and programme areas, with a location strategy that supports effective hiring across all markets.
Lead CHAI's approach to proactive sourcing, building talent pools, running structured passive candidate engagement and maintaining ongoing talent mapping.
Own the channel strategy, including programmatic media, referral programmes, alumni networks and direct sourcing, making evidence-based decisions about channel mix and performance.
Establish hiring manager and candidate experience as an organisational standard, with structured intake, consistent communication and clear feedback at every stage, and measure satisfaction consistently to drive continuous improvement.
Champion internal mobility proactively, identifying internal candidates early, ensuring they are considered equitably and kept well informed throughout, and making internal career development a genuine and visible feature of life at CHAI.
Build and own the performance management framework for TA, covering time to hire, quality of hire, pipeline health, source effectiveness and recruiter productivity, and use that data to inform decisions at an organisational level.
Act as a credible source of talent market intelligence for organisational leadership, providing insight on candidate availability, competitor hiring activity and emerging market trends.
Develop and steward CHAI's employer brand and EVP, ensuring CHAI is well represented and compelling across the candidate-facing channels and markets that matter most.
Evaluate, adopt and optimise the TA technology ecosystem, including ATS, CRM, AI-enabled sourcing and screening tools and talent intelligence platforms, ensuring the team has infrastructure that works and data they can trust.
Lead, develop and performance manage the global TA team, setting high standards, investing in individual capability and building a function that is known across CHAI for the quality of its work and the credibility of its advice.
Lead and grow CHAI's early careers strategy, including internship programmes and university partnerships, building long-term pipelines of mission-aligned talent.
Any other duties as reasonably required by the Senior Director, People Operations.