VP TALENT ACQUISITION
About The Position
The Vice President, Talent Acquisition provides executive leadership for the system talent acquisition function across Froedtert ThedaCare Health. Reporting to the CHRO, this leader is responsible for system talent acquisition strategy, recruitment operations, RPO governance, executive recruitment, candidate experience, onboarding, workforce planning, recruitment technology, turnover root cause analysis, and talent acquisition analytics. The role partners with executive leaders and other stakeholders to attract and successfully transition the workforce needed to achieve the organization’s mission and strategic priorities. Froedtert ThedaCare Health is one of Wisconsin’s largest integrated health systems, serving urban, suburban, and rural communities through 19 hospitals and more than 360 outpatient locations. More than 28,000 team members, physicians, providers, researchers, caregivers, and support professionals work across the organization. Its mission is to advance community health through excellence and discovery, and its vision is to be a trusted partner transforming health care for everyone every day.
Requirements
- Bachelor’s degree in human resources, business administration, healthcare administration, or a related field.
- At least 10 years of progressive experience in HR leadership, including responsibility for system-wide talent strategies, workforce planning, and organizational initiatives.
- At least 7–8 years of experience leading large, complex teams and working within a highly matrixed organization.
- Demonstrated success partnering with executive leadership to align workforce strategies with organizational priorities and business outcomes.
- Experience leading large-scale talent acquisition, workforce planning, organizational change, or other HR functions in a complex organization.
- Ability to influence and collaborate across stakeholder groups, including senior executives, physician leaders, operational leaders, and HR partners.
- Strong business acumen and ability to translate organizational strategy into actionable workforce and talent plans.
- Experience leading organizational transformation, process improvement, and change management initiatives.
- Ability to use data, analytics, and technology to guide workforce decisions and improve organizational performance.
- Ability to hold others accountable and use data to identify root causes and execute improvements.
- Strong knowledge of employment practices, workforce trends, and HR-related regulations.
- Exceptional communication, relationship management, and executive presentation skills.
Nice To Haves
- Master’s degree preferred.
Responsibilities
- Develop and execute system talent acquisition strategy aligned with organizational goals, workforce needs, and long-term growth plans.
- Provide executive oversight of the enterprise RPO partnership, ensuring performance, service delivery, and strategic alignment.
- Lead recruitment operations across the health system, promoting consistency, efficiency, and operational excellence.
- Partner with leaders on workforce planning to identify talent needs, succession risks, and proactive sourcing strategies.
- Develop a robust pipeline of local talent to address workforce needs.
- Lead data-driven workforce planning strategy and plans.
- Oversee executive recruitment and build internal executive search capability.
- Champion candidate experience and onboarding, ensuring a seamless transition from recruitment through integration.
- Advance recruiting technology and analytics to improve hiring effectiveness, automation, decision-making, and scalability.
- Apply the Quality Operating System and its principles to talent acquisition work, including identifying root causes, creating improvement levers, using data, and providing run-rate charts.
- Establish talent acquisition metrics and dashboards to measure performance, identify trends, and inform strategic workforce decisions.
- Manage strategic recruiting vendors and external partnerships to ensure quality, value, and alignment with business objectives.
- Ensure consistent recruiting practices across regions through governance, standardization, and compliance with organizational policies.
- Partner with stakeholders to align onboarding with team member development and create a talent lifecycle from hiring through growth and retention.
- Partner with stakeholders to identify root causes of turnover and hold leaders accountable for improving retention.
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What This Job Offers
Job Type
Full-time
Career Level
Executive
