VP, Global Talent Acquisition

Medical Solutions, LLC•Remote,

2d•$175,000 - $200,000

About The Position

The Vice President, Global Talent Acquisition is the enterprise leader responsible for how Medical Solutions attracts, selects, and hires talent across its U.S. onshore and Philippines offshore operations. The role sets the global talent acquisition vision and operating model, advises executive leadership on workforce strategy, and leads a multi-country recruiting organization through its leaders. The VP has full accountability for both onshore and offshore talent acquisition teams, including people, budget, technology, vendors, and results. The role builds an integrated function with shared standards, data, and a consistent experience while accounting for local market, cultural, and regulatory realities. Success is measured by the function's ability to deliver talent at the quality, speed, and cost required by the business plan; candidate and hiring-manager experience; cost efficiency across the delivery model; and the strength of the talent acquisition leadership bench.

Requirements

Bachelor's degree in Business, Human Resources, or a related field, or equivalent experience.
12+ years of progressive talent acquisition experience, including 6+ years leading talent acquisition functions at Director level or above.
Experience leading a multi-level talent acquisition organization through Directors or Managers, including teams in more than one country.
Direct leadership of offshore or global shared-services recruiting teams.
Proven record of designing and executing an enterprise talent acquisition strategy and operating model that supported significant business growth.
Experience owning a multimillion-dollar talent acquisition budget and managing RPO, agency, and vendor relationships.
Track record as a trusted advisor to C-suite leaders, with executive presence to influence workforce decisions using data and market insight.
Deep command of talent acquisition metrics and analytics, including building executive-level reporting.
Experience selecting, implementing, or transforming recruiting technology at enterprise scale, including AI-enabled tools.
Strong knowledge of U.S. employment and recruiting requirements, including EEO and OFCCP/affirmative action, and working knowledge of international employment considerations.
Demonstrated ability to lead large-scale change and build scalable processes across geographies.
Excellent executive communication, consultation, and facilitation skills.
Sound judgment and discretion with confidential information.

Nice To Haves

Master's degree or MBA.
Experience in healthcare staffing, healthcare, or professional services.
Experience building or scaling an offshore recruiting center or global capability center.
Experience integrating talent acquisition teams after a merger or acquisition.
SHRM-SCP, SPHR, or talent acquisition certification.
Offshore recruiting leadership experience in the Philippines or another major offshore market.

Responsibilities

Set the global talent acquisition vision, strategy, and multi-year roadmap aligned to the company's growth strategy and enterprise workforce plan.
Advise executive leadership on talent supply, labor-market conditions, workforce risk, and organizational capability, and provide talent insights for Board updates as needed.
Partner with Finance and business leaders on annual and long-range workforce planning, including headcount, location strategy, and onshore/offshore talent mix.
As a member of the HR leadership team, shape broader people strategy and connect talent acquisition to workforce planning, internal mobility, total rewards, and retention.
Integrate U.S. and Philippines talent acquisition teams into one global function with shared strategy, standards, metrics, and technology.
Design the global operating model, including centers of excellence, service-delivery tiers, and division of work between onshore and offshore teams.
Build scalable offshore recruiting capability and capacity, including expanding Philippines support for U.S. hiring where beneficial to speed, quality, or cost.
Ensure recruiting practices comply with employment, privacy, and recruiting requirements in each country, in partnership with Legal and HR.
Advise on location strategy and entry into new talent markets as the business grows.
Lead a multi-level, multi-country organization through Directors and Managers; set direction, hold leaders accountable, and build a succession bench.
Design organizational structure, roles, career paths, and capacity models so the function can flex with business demand.
Build an inclusive, high-performance culture across geographies and time zones grounded in accountability, trust, and continuous learning.
Develop leaders and raise talent acquisition capability across the function.
Own the global talent acquisition budget, including staffing, technology, advertising, agency, and vendor spend; manage to plan and report on return on investment.
Set strategy for RPO, agency, and vendor partnerships; negotiate contracts, manage performance, and consolidate where valuable.
Improve cost per hire and recruiter productivity, including through considered use of the offshore delivery model.
Own the global recruiting technology strategy and roadmap, including ATS, CRM, sourcing, assessment, and AI-enabled tools, with a single source of talent data across both markets.
Establish enterprise talent acquisition metrics and executive dashboards, including hiring-plan attainment, time to fill, quality of hire, cost per hire, funnel conversion, slate diversity, and candidate and hiring-manager satisfaction.
Use data and market intelligence to anticipate hiring needs, diagnose gaps, and guide executive decisions.
Lead responsible adoption of AI and automation in recruiting, with governance for fairness, privacy, and compliance.
Partner with Marketing and Communications to shape a global employer brand and talent value proposition that works in each market.
Set enterprise selection standards, including structured interviewing, hiring-manager enablement, and sound hiring decisions.
Deliver a consistent, high-quality candidate and hiring-manager experience from first contact through onboarding.
Develop sourcing and pipeline strategies for critical, hard-to-fill, and leadership roles and broaden access to qualified, diverse talent.
Oversee executive and confidential senior leadership searches and personally lead select executive searches.
Lead enterprise-wide talent acquisition change, including operating-model shifts, new technology, organizational changes, and integration of acquired businesses as applicable; engage stakeholders and sustain adoption.
Track global recruiting trends, emerging technology, and competitive practices and turn relevant insights into recommendations for executive leadership.