| The VP, Talent Acquisition is responsible for developing and designing talent acquisition strategies in partnership with the Chief Talent Officer for Wellforce Health System. The leader will enable the organization to attract, engage, evaluate, and hire the exceptional talent needed to drive its business strategies. This includes the design of a new and transformational, multi-year talent plan that will allow talent acquisition to meet the organization’s mission, vision, values and long-term business strategy. The leader will partner with stakeholders across Wellforce including system executives, local c-suite teams, physician chiefs / chairs and senior teams for input and sponsorship for the transformation of talent acquisition. The Vice President will also help build, develop and retain a high-performing talent acquisition team with partnerships that support the evolution of the organization’s strategies, programs and services. Responsibilities: - 15+ years in Human Resources and a successful track record of developing talent acquisition strategies that increase the overall performance of the organization and workforce.
- 15+ years of management experience and proven ability to lead and develop a team of high- performing talent acquisition recruiters.
- Proven experience in developing and evolving talent acquisition strategies while appropriately utilizing, vendors, technology, and methodologies.
- Previous experience leading a healthcare organization utilizing 3rd party recruiting resources.
- Experience working with and recommending creative recruitment tools, technologies, and platforms to enhance process efficiencies.
- Exceptional business acumen and business management skills including planning, program/project management, financial management, and translating business requirements into organization and individual development requirements.
- Working knowledge of multiple human resource disciplines, including compensation practices, benefits, teammate relations, and Offices of Diversity and Inclusion.
- Self-initiating, independent thinker who can develop and market both long-term business strategies and short-term tactical plans with a focus on execution. This is a role of influence, and a balance between strategy and tactics is critical.
- Strong change management communication experience, managing large scale changes at a system level.
- Ability to work in a matrixed, high paced environment.
- Proven track record in leading HR transformation efforts, including building teams, driving innovation and improving value and cost.
- Experience with mergers and acquisitions; system integration experience.
- Experience improving systems and processes, building credibility with line clients, focusing on continuous improvement, measurement and best practice assessment.
- Proven ability to successfully build relationships with key stakeholders; CEOs and Executive Leadership team and leaders across the system.
- Ability to think on his/her feet and offer creative insights and constructive responses immediately when faced with difficult questions, concerns and issues raised by executives and Board-level and management level stakeholders.
- Proven success working under extreme pressure where consequences of error could result in material negative financial outcomes that could even threaten the viability of the organization.
- Errors in accuracy, judgment, tact, or communication could result in significant loss of credibility with Network stakeholders, payers or regulators. Individual must have a track record that demonstrates mastery of these characteristics within a complex, fast-moving environment.
- Demonstrated ability to manage varied and competing interests of current stakeholders, other potential stakeholders, and future concerns in order to preserve the mission and long-term vision of a fast-growing, deadline-focused organization operating in a rapidly changing environment.
- Highly developed communication and organizational skills and ability to work collaboratively and credibly with constituents and payers in flexible way to achieve common objectives.
- Advocates for the desired culture in high-level planning and decision making, with a focus on performance accountability and achieving greater operational efficiencies.
- Excellent staff leadership, operations development and oversight, program supervision and management of a diverse team ensuring that succession and development plans are in place to achieve the company’s goals.
Qualifications: - Master’s degree in business administration, HR, organization psychology, or a related field is required
- 15+ years in Human Resources and a successful track record of developing talent acquisition strategies that increase the overall performance of the organization and workforce.
- 15+ years of management experience and proven ability to lead and develop a team of high-performing talent acquisition recruiters
- Proven experience in developing and evolving talent acquisition strategies while appropriately utilizing, vendors, technology, and methodologies
- Previous experience leading a healthcare organization utilizing 3rd party recruiting resources.
- Experience working with and recommending creative recruitment tools, technologies, and platforms to enhance process efficiencies
- Exceptional business acumen and business management skills including planning, program/project management, financial management, and translating business requirements into organization and individual development requirements.
- Working knowledge of multiple human resource disciplines, including compensation practices, benefits, teammate relations, and Offices of Diversity and Inclusion
- Self-initiating, independent thinker who can develop and market both long-term business strategies and short-term tactical plans with a focus on execution. This is a role of influence, and a balance between strategy and tactics is critical.
- Strong change management communication experience, managing large scale changes at a system level.
- Ability to work in a matrixed, high paced environment
- Proven track record in leading HR transformation efforts, including building teams, driving innovation and improving value and cost.
- Experience with mergers and acquisitions; system integration experience
- Experience improving systems and processes, building credibility with line clients, focusing on continuous improvement, measurement and best practice assessment
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