VP, Talent

Sono Bello•Seattle, WA

6d•$205,000 - $230,000•Hybrid

About The Position

Sono Bello is America's top cosmetic surgery specialist, with 185+ board-certified surgeons who have performed over 300,000 laser liposuction and body contouring procedures. A career at Sono Bello means being part of a dynamic and high-energy work environment where every team member can make a difference. We love what we do, and it shows! We believe everyone deserves to have their best body today and pursue their best life now. This position is based on-site in the Greater Seattle Area. A career at Sono Bello means being part of a dynamic, high-energy work environment where every team member can make a difference. We love what we do, and it shows. As the national leader in providing cutting-edge, personalized body transformations, we believe everyone deserves their best body today and the opportunity to pursue their best life now. With over 100 locations, Sono Bello is the largest and fastest-growing cosmetic surgery practice in the nation. We are seeking a hands-on, data-driven Vice President to lead and actively build our end-to-end talent ecosystem. This team member is responsible not only for setting strategy, but for rolling up their sleeves to design, implement, and continuously improve company-wide talent acquisition and corporate development programs that directly support business growth. Reporting to the Senior Vice President, People, this leader will evaluate evolving workforce needs, support and scale a high-performing talent acquisition team, and establish practical, scalable processes across workforce planning, recruiting, onboarding, development, succession, and engagement. The ideal candidate is an operational leader who thrives in fast-paced environments, leads by example, uses data to drive decisions, and can balance execution with leadership while delivering strong candidate and team member experiences across a geographically dispersed organization.

Requirements

10+ years of progressive experience in Talent Acquisition and Talent Development, including 5+ years in senior leadership roles; experience in healthcare, clinical, sales-driven, or multi-site service organizations strongly preferred.
Proven expertise in full-cycle recruitment at scale, preferably with a strong track record of hiring high-performing sales consultants, licensed clinical professionals, and surgeons (e.g., RNs, LPNs, Surgeons, and other clinical roles).
Recruiting technologies and tools knowledge, including ATS platforms (e.g., Greenhouse) and talent analytics systems; ability to optimize processes through technology adoption and data insights.
Ability to design and execute innovative sourcing strategies, candidate assessment methodologies, and employer branding practices that drive quality-of-hire and an exceptional candidate experience.
Experience building and leading high-performing, geographically distributed teams, fostering engagement, accountability, and continuous development across multiple U.S. markets.
Demonstrated ability to design and implement talent development, career progression, and succession planning programs that promote internal mobility, leadership readiness, and long-term capability building
Proven success designing and executing end-to-end talent strategies that align with business objectives and support rapid growth, workforce planning, retention, and organizational performance.
Highly data-driven leader with experience leveraging analytics and team member feedback to measure effectiveness, inform decisions, and continuously improve talent outcomes.

Responsibilities

Develop and execute a comprehensive, scalable talent strategy aligned with the company’s mission, culture, and growth objectives.
Serve as a strategic thought partner to senior leadership, advising on workforce planning, hiring trends, organizational design, and evolving workforce needs.
Assess current and future hiring demands and continuously evolve talent strategies to support talent needs.
Serve as a senior member of the People Leadership Team, contributing to the overall People and enterprise strategy.
Lead and continuously improve the full end-to-end recruitment lifecycle, from sourcing and screening through offer, hire, and onboarding for corporate, clinical, sales and Surgical talent.
Ability to lead a team in both relationship-building recruiting and large, at-scale recruiting while creating ways to build synergy between both approaches.
Partner closely with functional leaders, hiring managers, and HR Business Partners to understand talent needs and partner to hire top talent.
Build innovative and diverse talent pipelines through proactive sourcing strategies, talent scouting, and long-term candidate relationships.
Implement and enhance employer branding initiatives to attract top talent and ensure consistent, compelling messaging across all candidate touchpoints.
Champion a best-in-class candidate experience that reflects company values and culture.
Design and implement talent development programs focused on team member growth, learning, and performance.
Lead the development and rollout of a clear, structured career progression framework that provides transparency into growth paths, skills, and development opportunities.
Facilitate a strong talent development culture through assessment, succession planning, and targeted development plans for current and future leaders.
Promote internal mobility and long-term capability building across the organization.
Ensure tools, systems, and resources effectively support the talent lifecycle, including Applicant Tracking Systems (ATS), learning management systems, assessments, referral programs, and supporting policies and processes.
Oversee deployment, adoption, and optimization of recruiting technologies, including recruiter and hiring manager training.
Establish and refine scalable, efficient recruiting and onboarding processes across multiple geographies and functions.
Partner cross-functionally to design a welcoming, seamless hiring and onboarding experience for candidates and new hires.
Lead, develop, and scale a high-performing, geographically dispersed Talent Acquisition and Development team.
Set clear strategic and operational priorities, ensuring accountability, collaboration, and exceptional delivery.
Foster a culture of performance, recognition, continuous improvement, and professional growth.
Build and maintain a robust talent analytics framework to track key metrics such as time-to-fill, cost-per-hire, source effectiveness, quality-of-hire, and candidate experience.
Use data and team member feedback to assess the effectiveness of talent attraction and development initiatives.
Deliver actionable insights, dashboards, and recommendations to executive leadership to drive informed decision-making.
Partner with HR and business leaders to understand drivers of turnover and implement talent strategies that support long-term retention.
Embed quality-of-hire, cultural alignment, and role fit throughout the recruitment and development lifecycle.