System Vice President Talent

UNC Health•Morrisville, NC

10d•Hybrid

About The Position

The System Vice President of Talent is a senior HR leader responsible for designing and executing an integrated talent strategy across UNC Health. The role provides strategic and operational leadership for recruitment, talent development, talent mobility, and coaching, supporting the attraction, development, and retention of an engaged, mission-driven workforce. The Vice President partners with HR executives, system executives, and clinical leaders to align talent strategy with organizational priorities, including quality, patient experience, growth, and financial performance, while ensuring compliance with applicable regulatory and accreditation requirements. The role leads the Talent Acquisition, Talent Development, and Talent Mobility teams within UNC Health’s HR operations. It also guides organizational change, develops partnerships with system leaders, supports an inclusive and collaborative workplace, and uses metrics and feedback to improve team and organizational outcomes. The position is based in Morrisville, North Carolina, with a hybrid work assignment and a day work schedule of 40 hours per week.

Requirements

Master’s degree required.
Twelve years of progressively responsible experience required, including ten years of management experience.
Strong, proven strategic thinking and communication skills.
Demonstrated expertise in developing trusting relationships and partnerships.
Proven ability to execute complex organizational change.
Excellent project management and negotiating skills.
Understanding of the healthcare sector and ability to apply knowledge of applicable regulations and policies.

Responsibilities

Develop and execute a comprehensive system-wide talent strategy covering recruitment, development, mobility, and coaching across hospitals, clinics, ambulatory sites, and corporate functions.
Advise on talent issues, trends, and risks, using workforce analytics and labor market data to inform decisions throughout the talent lifecycle.
Align talent initiatives with priorities such as clinical excellence, patient safety, access, and growth.
Provide executive oversight of recruitment and talent acquisition for clinical, non-clinical, leadership, and hard-to-fill roles.
Lead workforce and staffing recruitment plans for short- and long-term needs, including nursing, allied health, and physician/APP recruitment, in partnership with medical staff leadership.
Drive sourcing strategy, employer branding, and candidate experience in keeping with the organization’s mission and values.
Monitor and improve time-to-fill, quality of hire, turnover, and cost-per-hire.
Design and execute talent development strategies that build capabilities at every organizational level.
Oversee leadership development for emerging, mid-level, and senior leaders, including succession planning for key roles.
Scale enterprise coaching capability to support leader effectiveness and high-potential growth.
Ensure performance management and coaching practices support accountability, engagement, and continuous improvement.
Foster a system-wide culture of learning, feedback, and career growth.
Develop and oversee internal mobility strategy and clear career pathways for team members.
Implement programs for internal transfers, cross-training, and redeployment in response to changing patient volumes and service needs.
Partner with HR Business Partners and operational leaders to place high-potential talent in critical roles and support continuity and bench strength.
Support succession planning and talent reviews to identify future leaders and critical talent pools.
Ensure mobility processes are transparent, equitable, and aligned with organizational goals.
Lead and develop a high-performing Talent team across recruitment, talent development, coaching, and mobility.
Establish system-wide policies, procedures, and standards for consistent, compliant talent practices.
Ensure compliance with applicable federal, state, and accreditation requirements, including EEOC, Joint Commission, CMS, and state licensing board requirements.
Manage budgets, vendor relationships, and contracts related to recruitment, learning, coaching, and talent technology.
Regularly report talent metrics, trends, and outcomes to executive leadership and governance bodies.
Lead teams toward organizational vision, mission, and goals; foster inclusion, cooperation, teamwork, and constructive conflict resolution.
Protect sensitive and confidential information and oversee strategies to secure personnel data.
Improve and reinforce others’ performance; delegate assignments, clarify expectations, and hold team members accountable for results.
Build workforce engagement and commitment to excellence, and partner with system leaders on solutions that meet organizational objectives.
Evaluate team metrics, manage change, remove barriers, identify strategic improvements, and communicate the purpose and direction of change to stakeholders.
Develop HR teammates as trusted resources on HR operations, obtain resources for change initiatives, and model innovation and continuous improvement.
Deliver on customer-service commitments to teammates using HR services and make decisions that produce high-quality results through analysis and risk assessment.
Use leadership feedback, organizational performance, data, and metrics to monitor and improve UNC Health’s outcomes and advance its mission.