Vice President of Talent Acquisition

Rogers Behavioral Health•Oconomowoc, WI

3d•Hybrid

About The Position

The Vice President of Talent Acquisition will lead and elevate the talent acquisition function at one of the nation’s leading nonprofit behavioral health systems. This role owns the strategy, infrastructure, and execution needed to attract, engage, and hire top clinical, operational, and corporate talent across a multi-state organization. The VP will build a data-driven talent acquisition function, sourcing strategy, employer brand, recruiting technology, workforce planning, and recruiting operations — that positions Rogers as an employer of choice in behavioral health. This leader will bring steady, experienced focus to keep talent acquisition strong and consistent through that kind of change. Working in close partnership with the CHRO and senior leadership, this individual will bring enterprise-level rigor to how Rogers finds, secures, and retains the workforce that delivers on its mission, building the financial acumen, cross-functional fluency, and organizational credibility needed to operate as a partner to the executive team, with significant room to grow the scope and influence of the role as the organization and its talent needs evolve.

Requirements

10+ years of progressive talent acquisition leadership experience, including leading TA functions at scale.
Demonstrated success in full-cycle recruiting across clinical, operational, and corporate roles.
Hands-on experience with applicant tracking systems (ATS) and modern recruiting technology.
Experience building workforce and talent pipeline plans in partnership with senior leadership.
Multi-state recruiting experience in a complex, decentralized organization.
Experience leading talent acquisition through organizational restructuring, workforce transitions, or periods of significant change.
A track record of partnering with HR and operations to improve new hire retention
Experience working in a unionized or partially unionized environment, with working knowledge of how collective bargaining agreements affect staffing, scheduling, and workforce planning.
Familiarity with total rewards frameworks and the ability to translate compensation and benefits competitiveness into candidate-facing messaging and offer strategy.
Master’s degree required (MA, MS, or MBA).
Strong interpersonal skills needed to interact with staff.
Must be able to work independently and complete assignments within specified times.
Position requires walking, sitting and standing.
Lifting is moderate; must be capable of lifting a minimum of twenty (20) pounds.
Reaching, handling, grasping and manual dexterity are necessary to operate various pieces of office of equipment.
Stooping, bending, kneeling and flexible movements are required to work with orientation equipment.
Verbal and hearing ability required to interact with employees.
Numerical ability required to maintain records and operate a computer.
Able to plan, control and direct all aspects of employee relations.
Tact required to deal effectively with employees and professional staff.
Logical thinking and discretion required to make decisions in initiating and implementing policies and procedures and standards.
Physically/Mentally able to perform job duties as verified by a physical exam by a licensed physician, per post-employment physical.

Nice To Haves

Behavioral Health, clinical, healthcare recruiting experience strongly preferred.
SHRM-SCP or SPHR certification preferred.
Experience recruiting within behavioral health, psychiatric, or clinical healthcare settings.
Track record of leading high-volume recruiting environments across multiple sites or states.
Deep expertise across recruiting technology platforms and ATS optimization.
Experience implementing or optimizing AI-assisted recruiting tools and predictive hiring analytics.
Experience designing and executing inclusive sourcing and selection strategies.
Experience building university relationships and early-career or campus recruiting programs.
Direct experience with collective bargaining or labor relations in a healthcare setting.
Experience collaborating with total rewards or compensation teams to sharpen offer strategy and EVP in competitive hiring markets.
Nonprofit or mission-driven organization experience.
Demonstrated trajectory toward broader talent and workforce leadership responsibilities.

Responsibilities

Lead the Talent Acquisition function enterprise-wide, setting strategy, structure, and staffing infrastructure to support clinical, operational, and corporate hiring across a multi-state footprint.
Design and scale proactive sourcing strategies and talent pipelines that ensure a consistent, high-quality flow of candidates for hard-to-fill clinical, psychiatric, and behavioral health roles.
Build and elevate Rogers’ employer brand across digital, social, and community channels, positioning the organization as a destination employer in behavioral health and strengthening candidate awareness and engagement.
Partner with the CHRO and senior leaders on workforce and talent planning, translating growth, seasonality, and staffing needs into proactive, forward-looking recruiting strategy.
Partner with executive and operational leaders through organizational restructuring and periods of significant change, maintaining talent continuity, managing workforce transitions with care, and helping rebuild team structures without losing momentum or key talent.
Own and continuously improve the recruiting technology stack — including ATS, sourcing platforms, and automation — ensuring the function operates efficiently and scales with hiring demand.
Champion inclusive hiring practices that ensure every candidate experiences a fair, consistent, and welcoming process from first contact through offer stage reflecting Rogers’ commitment to being an organization where all people can contribute and belong.
Leverage AI and emerging recruiting technologies — including predictive hiring analytics and AI-assisted screening — to enhance sourcing, candidate evaluation, and pipeline efficiency, staying ahead of market trends and continuously raising the bar on how Rogers competes for talent.
Partner with HR and operational leaders to strengthen new hire retention, with particular focus on the critical 0–90-day experience — ensuring a strong handoff from recruiting to onboarding, high-quality early engagement, and a candidate experience that carries through into a positive first-year employee experience.
Navigate labor relations considerations with skill, understanding how collective bargaining agreements intersect with workforce planning and staffing, and working effectively within union environments to maintain strong, consistent recruiting and hiring practices.
Partner with Total Rewards to deeply understand Rogers’ compensation and benefits positioning — using that knowledge to strengthen offer strategy, close rates, and the candidate-facing Employee Value Proposition.
Build, mentor, and develop a high-performing talent acquisition team, creating a culture of continuous learning, accountability, and professional growth within the function.
Build campus, early-career, and clinical pipeline development programs — including university and training program partnerships — that create a sustainable long-term talent supply for clinical and corporate roles.
Design and lead recruiting operations, including intake, requisition management, offer strategy, and process governance, to ensure a consistent, high-quality experience for hiring managers and candidates alike.
Build fluency in the financial and operational drivers behind workforce decisions — including staffing costs, operating margins, and mission sustainability — to inform smarter, more credible talent strategy conversations with finance, operations, and clinical leadership.
Serve as a trusted partner to leaders across HR, Finance, Operations, and Clinical teams, extending talent acquisition’s influence into broader workforce, culture, and organizational development conversations as the role grows in scope.
Use talent acquisition data and analytics — time-to-fill, source of hire, pipeline conversion, cost-per-hire, quality of hire, and early retention outcomes — to drive continuous improvement and demonstrate the function’s impact to enterprise leadership.