Job Title

About Our Client: Our client is a leading community health organization. Position Scope: The Senior Director, Talent Acquisition is a leader responsible for transforming recruiting into a precision science that drives revenue growth and competitive advantage. This role oversees the evolution from traditional recruiting to an AI-powered, human-centered talent ecosystem that delivers better scale, quality, and strategic growth through intelligent talent decisions. The role combines strategic oversight with hands-on execution of high-volume recruiting operations, ensuring both quality and efficiency in talent seeking and delivery. Responsibilities: AI & Technology Modernization Champion, in partnership with HR Transformations, the endtoend AI transformation of talent acquisition to improve speed, quality, scalability, and client delivery outcomes, leveraging conversational AI, talent intelligence, automated screening, skills matching, predictive analytics, and digital interviewing, etc. Design and deliver an integrated TA technology roadmap that consolidates fragmented tools into a unified, AIenabled ecosystem (e.g., Workday, Paradox, Indeed, talent intelligence, and assessment platforms); including continual review of innovation, tech and market improvements, and emerging best practices to ensure the organization is on the leading edge Pilot, scale, and measure return on investment of AIenabled solutions across efficiency, candidate and employee experience, hiring effectiveness, and recruiter productivity Framework Creation, Execution & Business Partnership Develop 1224 month talent acquisition roadmaps aligned to client demand, organizational growth, transformation priorities, and critical capability requirements Integrate talent acquisition with strategic workforce planning by forecasting demand, identifying capability gaps, and advising on build/buy/borrow decisions to enable timely, cost-effective delivery; includes identification of temp buy/borrow with recommendations to build internally to offset costs while gaining required talent Serve as a trusted advisor on talent market dynamics, competitive intelligence, labor trends, and emerging workforce risks and opportunities impacting service delivery and growth; support RFP work to determine likelihood and regional costs to procure the staff necessary to fulfill bid contracts informing go and no-go decisioning based on workforce availability Strengthen TAs role as a business partner through quarterly business reviews, data driven insights, and proactive talent intelligence that informs executive decision making TA Centers of Excellence Assessment Design and govern a science-based assessment strategy using validated cognitive, behavioral, technical, and cultural tools to improve hiring accuracy, performance outcomes, and long-term retention Partner with business and talent solutions to develop role specific, skills-based, and job/skill family-based competency models and structured, evidence-based selection frameworks aligned to business-critical capabilities, with assessment against proficiency-levels Ensure all assessment practices are legally defensible, bias mitigated, predictive of performance, and deliver a positive, inclusive candidate experience Build flow-through for critical roles that takes identified skill/capability proficiency gaps for new hires, and formulates customized onboarding plans designed to support skill/capability gap mitigation Campus & Early Career Talent Pipelines Oversee the campus and early-career recruiting strategy, aligned to future capability needs, priority programs, diversity partnerships, and geographic demand Design intern-to-hire pipelines, rotational programs, and early-career development pathways in partnership with Learning & Development Build, sustain and continue long-term university and institutional partnerships to strengthen employer brand presence and secure sustainable talent pipelines Corporate Recruitment Strategy & Governance Establish enterprise-wide talent acquisition standards, frameworks, and quality controls across sourcing, assessment, selection, and candidate experience Enable hiring leaders through structured intake consultations, interview capability building, bias-aware decision-making, and clear role accountability Lead employer brand strategy and end-to-end candidate experience design across all hiring channels and touchpoints Govern DEIA goals with clear accountability mechanisms across recruitment practices Innovation, Metrics & Continuous Improvement Design and own an enterprise TA scorecard Deliver dashboards and establish monthly and quarterly operating rhythms to review performance, surface risks, and drive corrective action Lead continuous improvement through process optimization, automation, and adoption of leading practices to strengthen scalability and performance High Volume Recruitment Oversight & Team Leadership Provide strategic oversight and governance for high-volume hiring (distribution centers, retail, cohorts, seasonal) Partner with Director of TA Operations to deliver volume targets while maintaining quality and candidate experience Design scalable, repeatable processes for high-volume channels, including apply-to-hire automation, mobile-first applications, rapid screening, and cohort onboarding Monitor key metrics Approve major process changes, technology investments, and vendor partnerships supporting high-volume recruiting Leadership & Management Build a collaborative team culture across HR and the broader business, champion professional and respectful behaviour, drive a coaching mindset to support high performance of teams and foster an inclusive environment Effectively manage human and financial resources; including performance management, staff engagement, compliance requirements, procurement, and budget management Model exemplary leadership attitudes, behaviours, and capabilities consistent with the organizations Health Values, including a relentless focus on person-centred care, psychological safety, excellence, accountability, empowerment, and innovation. Education and Experience: Undergraduate degree in HR, Psychology, Business, or related field Experience in field operations organizations with distributed workforce, healthcare experience is a bonus Certification in assessment or project management 10+ years of progressive talent acquisition leadership, including 5+ years in senior strategic roles within enterprise-scale (2,000+ employees or multi-geography) organizations Proven track record transforming TA functions through technology modernization, process innovation, and capability building Deep domain expertise across campus, corporate, high-volume, executive search, and internal mobility hiring Advanced knowledge of AI-enabled recruiting, talent intelligence platforms, ATS/CRM systems, conversational AI, and talent marketplaces Strong grounding in assessment and selection science, including competency modeling, structured interviewing, and psychometric tools Demonstrated success delivering high-volume hiring with quality, efficiency, and measurable business impact Required Skills and Knowledge: Strategic, Technical & Analytical Capability Systems thinker able to diagnose complex talent challenges and design integrated, enterprise-wide solutions Data-driven decision-maker skilled in analytics, scorecards, ROI measurement, and predictive insights Experience translating business strategy and workforce planning into scalable hiring frameworks and capability roadmaps Understanding of AI/ML applications in recruiting, including ethical AI and fairness principles Leadership & Influence Collaborative, enterprise-minded leader with strong executive advisory capability and stakeholder influence Proven ability to lead large-scale change, influence without authority, and build cross-functional consensus High emotional intelligence balanced with operational rigor and disciplined execution Experimentation mindset with ability to pilot new approaches, iterate, and scale what works Success Metrics Quality of hire and retention rates for new hires Time-to-fill and cost-per-hire improvements Internal mobility rate and internal fill ratio Candidate experience scores and offer acceptance rates Recruiter productivity and efficiency gains Diversity representation in hiring pipelines and new hire cohorts, related to DEIA roadmap Technology adoption (AI & Other) and ROI metrics Business stakeholder satisfaction scores Application Instructions: To apply, please send a resume to Allison Dwyer at Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.