Director, Talent Attraction & Pathways

Otterbein SeniorLife•Lebanon, OH

About The Position

Otterbein is seeking a Director, Talent Attraction & Pathways to join our team! For more than 100 years, Otterbein has provided senior living options rooted in respect and community. We’re a non-profit 501(c)(3) health and human service organization, so our values and initiatives are focused on serving our residents. Otterbein SeniorLife consists of Lifestyle Communities, revolutionary Small House Neighborhoods, Home Health, and Hospice care in Ohio and Indiana. We offer different lifestyle options for seniors through independent living, assisted living, skilled nursing, rehab, memory support, respite care, in-home care, and hospice services. Summary The Director of Talent Attraction & Pathways (TAP) is an individual contributor role responsible for designing and sustaining how talent enters—and progresses through—Otterbein. This role focuses on recruiting systems and enablement and the development of external and internal talent pathways that support workforce sustainability, mobility, and long-term organizational needs.

Requirements

Bachelor’s degree in Health Administration, Human Resources, Communications, Business or related field preferred, or equivalent experience.
Minimum of 5 years HR, recruiting, workforce management, or healthcare leadership experience or equivalent combination of relevant experience
Microsoft Office 365
Strong written, verbal & listening communication skills
Outstanding ability to build relationships and work collaboratively across multiple levels
Solid understanding of recruitment marketing strategy and tactics
Solid understanding of the talent acquisition funnel and processes from sourcing to hiring to onboarding with fluency and competence in managing ATS, CRM, and other HR technology apps
Ability to extract data, analyze, develop and communicate reports and metrics
Experienced in training
Growth mindset and passion for continuous improvement, with demonstrated ability of being flexible and adaptable to changing priorities during periods of growth
Occasionally lift and move objects weighing up to 30 pounds.
Could be exposed to hazardous materials exposures/ environmental hazards.
May be exposed to communicable diseases.
May be exposed to hazardous materials as defined by OSHA.
May be exposed to angry or combative residents and/or partners.

Nice To Haves

High-volume recruiting experience in healthcare, long-term care, and/or staffing agency environments is desired
Greenhouse ATS experience is a plus but not required.
Will thrive under pressure in a fast-paced, time-sensitive environment with a mission to make an impact.

Responsibilities

Own and continuously improve Otterbein’s recruiting systems, workflows, and tools to ensure they are scalable, intuitive, and aligned with operational needs.
Serve as the enterprise owner of the Applicant Tracking System (ATS) and related recruiting technology, including configuration, optimization, reporting, and adoption.
Establish standardized recruiting processes and best practices to support hiring needs
Enable hiring managers and onsite HR through tools, training, guidance, and process design
Ensure a consistent, efficient, and positive applicant experience across all roles and locations
Monitor recruiting performance metrics and labor market trends; proactively adjust systems and processes to meet workforce demands.
Partner with internal stakeholders and vendors to ensure recruiting operations align with organizational strategy and capacity.
Collaborate with Marketing to ensure a positive employer branding experience
Act as a key partner to Home Office hiring managers for recruitment support as needed
Design and maintain sustainable talent pipelines through partnerships with high schools, career and technical education programs, trade schools, community colleges, universities, and workforce development agencies.
Develop and scale pathway initiatives such as internships, apprenticeships, job shadowing, early-career programs, second-career pathways, and returnship opportunities aligned to Otterbein roles.
Represent Otterbein in workforce development forums, educational partnerships, and community coalitions to expand access to future talent.
Identify and pursue non-traditional workforce pathways that extend beyond typical healthcare recruitment models.
Plan, budget, and evaluate pathway programs with a focus on long-term sustainability and conversion to hire.
Partner with Workforce teams and organizational leadership to design and evolve clear internal career pathways and mobility frameworks across clinical and non-clinical roles.
Align pathway development with workforce needs, succession planning, and talent strategies.
Support initiatives that enable upskilling, reskilling, and career progression for current partners.
Ensure internal mobility efforts are connected to external pipelines, creating a cohesive “into and through Otterbein” talent model.
Define, track, and report key TAP metrics, including pipeline volume, conversion-to-hire, internal mobility, retention outcomes, and program ROI.
Use workforce analytics and community labor data to inform strategy and measure effectiveness.
Partner with internal subject matter experts to automate reporting and develop dashboards that support leadership decision-making.
Drive continuous improvement through data-informed insights and evaluation of systems and pathways.
Collaborate closely with campus leaders, Home Office teams, and Workforce peers to ensure workforce strategies align with operational realities.
Serve as a strategic advisor to leaders on workforce trends, talent pipelines, and future capacity planning.
Manage vendor relationships to ensure performance, accountability, and alignment with organizational goals.
Model Otterbein’s mission, values, and Experience Behaviors in all interactions.
Lead TAP initiatives through organizational growth, affiliations, and acquisitions, ensuring scalability and consistency.
Standardize and optimize practices across the organization to adapt to changing business needs
Develop scalable processes as the organization continues to grow
Pioneer the introduction and utilization of AI throughout TAP systems & processes
Maintain a growth mindset while demonstrating adaptability and flexibility to change as the organization continues to grow and scale.