Vice President Talent Acquisition

Hospital for Special Surgery•New York, NY

About The Position

The Vice President of Talent Acquisition will lead the organization’s talent acquisition strategy, building the people, processes, technology, and partnerships required to attract and hire exceptional talent at scale. This executive will serve as a strategic advisor to the senior leadership team, translating business objectives into a high-performing talent strategy. The VP of Talent Acquisition will oversee all aspects of recruiting, executive search, employer brand, talent operations, workforce planning, and recruiting technology. The ideal candidate is a strategic, data-driven, and hands-on talent leader with a proven track record of building high-performing recruiting organizations in complex, fast-growing healthcare environments.

Requirements

Strategic, data-driven, and hands-on talent leader with a proven track record of building high-performing recruiting organizations in complex, fast-growing healthcare environments.

Responsibilities

Develop and execute a comprehensive, enterprise-wide talent acquisition strategy aligned with the company’s growth and business objectives.
Partner with the CHRO and executive team, and business leaders to anticipate talent needs and develop scalable hiring plans.
Establish recruiting strategies for critical, specialized, executive, physician, and high-volume roles.
Build long-term talent pipelines and strengthen the organization’s ability to compete for highly sought-after talent.
Develop and maintain workforce planning and talent forecasting capabilities.
Lead, develop, and inspire a high-performing global Talent Acquisition organization.
Establish a culture of accountability, collaboration, continuous improvement, and exceptional candidate experience.
Build organizational capabilities, career paths, operating models, and performance expectations for the recruiting function.
Coach and advise recruiting leaders and senior business stakeholders.
Personally oversee and/or advise on executive and highly strategic searches.
Partner with senior leadership and boards, when appropriate, on critical leadership appointments.
Develop succession-oriented external talent pipelines for key leadership and business-critical positions.
Ensure consistent, high-quality assessment and selection practices across the organization.
Strengthen the company’s employer value proposition and talent brand.
Develop strategies to attract diverse, high-caliber talent across key markets.
Ensure a differentiated, consistent, and engaging candidate experience from initial outreach through onboarding.
Partner with Marketing and Communications to strengthen the organization's reputation as an employer of choice.
Establish scalable recruiting processes, systems, and operating models.
Optimize the use of the ATS, CRM, sourcing platforms, assessment tools, AI-enabled recruiting technologies, and other talent solutions.
Develop meaningful talent acquisition metrics and dashboards, including time-to-fill, quality of hire, source effectiveness, funnel conversion, offer acceptance, diversity representation, and recruiting cost.
Use data and market intelligence to continuously improve recruiting performance and hiring outcomes.
Ensure appropriate governance, compliance, and risk management across talent acquisition activities.
Develop talent acquisition strategies that expand access to qualified and diverse candidate pools.
Embed equitable and consistent practices throughout sourcing, interviewing, assessment, and selection.
Partner with HR and business leaders to identify and address barriers within the hiring process.
Own the Talent Acquisition budget and optimize recruiting investments.
Manage relationships with executive search firms, recruiting agencies, technology providers, and other strategic partners.
Establish clear performance expectations and ROI measures for external recruiting partners.