Director, Talent Acquisition

Emory•Atlanta, GA

1d•Hybrid

About The Position

The Director, Talent Acquisition is a senior talent acquisition leader responsible for driving hiring performance across an assigned recruitment portfolio within Emory Healthcare's enterprise Talent Acquisition model. Depending on portfolio assignment, this role leads the execution of talent acquisition strategies for clinical roles (including nursing, allied health, advanced practice, and other patient-care positions) and/or non-clinical roles (including corporate, administrative, revenue cycle, finance, information technology, operations, facilities, research, professional services, and leadership functions). Reporting to the Talent Acquisition function leader, the Director partners closely with TA Managers, recruiters, sourcing, recruitment marketing, workforce strategy, HR partners, and business or clinical operations leaders to translate enterprise TA priorities into effective hiring plans. This role is accountable for improving hiring outcomes through disciplined execution, labor market insight, stakeholder partnership, process improvement, recruiter effectiveness, and data-driven decision-making. The Director, Talent Acquisition does not independently own the enterprise TA strategy, TA policies, TA systems, or overall TA operating model. Instead, this role serves as the senior portfolio leader responsible for recruiting performance, stakeholder alignment, escalation of systemic barriers, and execution of scalable hiring strategies within the broader Talent Acquisition structure.

Requirements

Bachelor's degree in Human Resources, Business, Healthcare Administration, or related field required
Minimum of seven years of progressive talent acquisition experience required, including significant experience in high-volume and professional or complex recruitment environments
Minimum of three years of people leadership or senior recruiting leadership experience required
Demonstrated ability to lead hiring strategy execution across high-volume, specialized, and hard-to-fill roles
Demonstrated ability to influence managers, recruiters, senior stakeholders, and cross-functional partners without relying solely on direct authority
Experience using recruiting metrics, market intelligence, funnel data, and operational dashboards to improve hiring performance
Strong understanding of sourcing strategy, full-cycle recruiting, selection practices, applicant tracking systems, compliance requirements, and candidate experience
Demonstrated ability to move between strategic planning and hands-on problem solving in a fast-paced environment
Excellent written and verbal communication skills

Nice To Haves

Masters degree
Certification: PHR, SPHR, SHRM-CP, SHRM-SCP, or related certification
Healthcare system, academic medical center, hospital, or large matrixed organization experience
Experience supporting clinical roles (nursing, allied health, advanced practice, imaging, surgical services, pharmacy, laboratory, respiratory therapy, ambulatory) and/or non-clinical roles (corporate, revenue cycle, IT, finance, operations, facilities, administrative, research, professional, technical, or leadership)
Experience recruiting within both clinical and non-clinical environments preferred
Experience leading managers, team leads, recruiters, sourcers, or cross-functional recruiting project teams
Experience partnering with compensation, workforce planning, recruitment marketing, sourcing, HR operations, or HR technology teams

Responsibilities

Lead talent acquisition execution across assigned hiring portfolios, ensuring alignment with enterprise TA strategy, business priorities, workforce needs, and operational goals
Serve as the senior TA partner for assigned functional and operational hiring leaders, translating workforce needs into practical recruiting strategies, hiring plans, and measurable action
Partner with TA Managers who lead functional recruiting teams to ensure hiring priorities are understood, resourced, executed, and measured consistently
Establish and maintain portfolio-level operating rhythms, including hiring reviews, performance updates, escalation discussions, and action planning
Represent Talent Acquisition in workforce planning meetings, operational reviews, hiring initiatives, and executive-level updates as assigned
Drive performance across high-volume and specialized or hard-to-fill hiring areas by identifying barriers in sourcing, screening, hiring manager engagement, candidate conversion, interview process, offer competitiveness, and onboarding handoffs
Use recruiting metrics, labor market data, funnel analytics, requisition trends, vacancy data, and stakeholder feedback to diagnose hiring challenges and recommend solutions
Support continuous improvement of recruiting workflows, candidate experience, recruiter productivity, hiring manager accountability, and hiring outcomes
Escalate market competitiveness issues, process breakdowns, staffing risks, and leader decision points to TA leadership with clear analysis and recommendations
Lead recruiting initiatives that may include targeted sourcing campaigns, hiring events, school or community partnerships, referral strategies, market mapping, candidate engagement campaigns, internal mobility support, and conversion improvement efforts
Partner with assigned operational and functional leaders to create realistic and actionable hiring plans tailored to portfolio workforce needs (e.g., clinical operations, nursing, allied health, corporate, revenue cycle, IT, finance, facilities, research, or administrative functions)
Partner with Compensation, HR, Finance, Workforce Strategy, Recruitment Marketing, TA Operations, and HR Technology to identify systemic barriers and support cross-functional solutions
Coach and influence TA Managers, recruiters, sourcers, and recruiting support partners on market strategy, prioritization, candidate quality, hiring manager partnership, and execution discipline
Ensure recruiting practices within the portfolio are consistent, compliant, inclusive, and aligned with organizational policies, applicable employment laws, and enterprise TA standards
Maintain current knowledge of talent market trends, competitor activity, sourcing channels, labor supply conditions, and emerging recruiting practices relevant to assigned portfolio functions
For clinical portfolios: maintain awareness of healthcare labor market dynamics, licensing considerations, clinical talent supply, and specialty-specific recruitment practices
For non-clinical portfolios: maintain awareness of professional, technical, operational, and leadership talent market trends applicable to assigned functions
Perform other duties as assigned
Travel between Emory operating units and affiliated sites