VP-Talent Acquisition

Presbyterian Healthcare Services

About The Position

The Vice President (VP) of Talent Acquisition is a strategic and forward-thinking leader responsible for overseeing the full lifecycle of talent acquisition across all Presbyterian Healthcare Services (PHS) workforce segments including staff, providers, and executives. This role leads the delivery of innovative, data-driven recruitment strategies that align with organizational goals and workforce planning needs. As a strategic talent acquisition leader, the VP will drive the adoption of advanced technologies and AI to transform recruiting operations, enhance candidate experience, and deliver measurable improvements in hiring outcomes.

Requirements

Bachelors degree in Human Resources, Business Administration, Organizational Development, or a related field.
10-15 years of progressive experience in talent acquisition or human resources, with at least 5-7 years in a leadership role.
Demonstrated success in leading enterprise-wide recruiting strategies across multiple workforce segments.
Proven track record of scaling recruitment operations, especially during periods of organizational growth or transformation.
Deep expertise in recruitment technologies, including ATS platforms (e.g., iCIMS), CRM tools, and AI-driven sourcing and screening solutions.
Strong command of data analytics and workforce planning to inform hiring strategies and optimize performance metrics.
Experience with employer branding, recruitment marketing, and digital outreach strategies.

Nice To Haves

Masters degree (e.g., MBA or MA in HR) preferred.

Responsibilities

Develop and execute a comprehensive talent acquisition strategy that supports organizational growth and operational excellence.
As a member of the HR executive leadership team, collaborate to shape and execute on overall HR and Talent strategy and align talent acquisition with enterprise-wide People strategies. This includes developing and implementing practices to enhance employee experience and comprehensive retention strategies to address regretful turnover.
Develop a pipeline of candidates through a structured campus recruitment strategy
Transform talent acquisition into a strategic and proactive function, anticipating future workforce needs and aligning recruitment efforts with long-term organizational goals.
Lead the implementation, adoption and optimization of AI-powered tools, applicant tracking systems (ATS), and digital sourcing platforms to streamline recruitment workflows, improve candidate experience, and enable predictive hiring analytics.
In partnership with Marketing and Communications, lead the evolution of PHS's employer value proposition (EVP) to strengthen brand presence across digital platforms and attract top-tier talent.
Leverage talent analytics and market intelligence to inform sourcing strategies, optimize time-to-fill, and improve hiring quality and retention.
Build and foster a high impact recruiting culture of innovation, accountability, and continuous improvement.
Serve as a strategic advisor to senior leadership, HR business partners, and hiring leaders, ensuring alignment between talent acquisition and organizational priorities.
Provide executive oversight and report on Talent Acquisition Key Performance Indicators (KPIs) aligned with organizational goals. Manage the measurement and trending of employment practices, including internal and external hiring, transfer processes, and turnover.
Maintain up-to-date knowledge on the applicability of regulatory requirements and effectively apply that knowledge to maintain compliance and further the business objectives of the organization, including but not limited to: JCAHO compliance, I-9 process and compliance, Immigration process related to foreign recruitment, excluded provider review and compliance, background reference check administration, badge issuance, and new hire process administration.
Develop and administer the advertising budget and selection of agencies, media, and approaches to employment/recruitment advertising.
Development and administration of recruitment strategies, including assessing the need for and benefits of utilizing internal versus external recruitment methods or sources. Research and document the effectiveness of recruitment approaches and implement changes in processes to continually improve employment services.
Ensure the recruitment and employment practices throughout PHS are consistently applied.