Director, Talent Acquisition

Director, Talent Acquisition

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At Emory Healthcare we fuel your professional journey with better benefits, valuable resources, ongoing mentorship and leadership programs for all types of jobs, and a supportive environment that enables you to reach new heights in your career and be what you want to be. We provide:

• Comprehensive health benefits that start day 1
• Student Loan Repayment Assistance & Reimbursement Programs
• Family-focused benefits
• Wellness incentives
• Ongoing mentorship, development, and leadership programs
• And more

Work Location: Atlanta, GA (2 openings available)

Job Description

The Director, Talent Acquisition is a senior talent acquisition leader responsible for driving hiring performance across an assigned recruitment portfolio within Emory Healthcare's enterprise Talent Acquisition model.

Depending on portfolio assignment, this role leads the execution of talent acquisition strategies for clinical roles (including nursing, allied health, advanced practice, and other patient-care positions) and/or non-clinical roles (including corporate, administrative, revenue cycle, finance, information technology, operations, facilities, research, professional services, and leadership functions).

Reporting to the Talent Acquisition function leader, the Director partners closely with TA Managers, recruiters, sourcing, recruitment marketing, workforce strategy, HR partners, and business or clinical operations leaders to translate enterprise TA priorities into effective hiring plans.

This role is accountable for improving hiring outcomes through disciplined execution, labor market insight, stakeholder partnership, process improvement, recruiter effectiveness, and data-driven decision-making.

The Director, Talent Acquisition does not independently own the enterprise TA strategy, TA policies, TA systems, or overall TA operating model. Instead, this role serves as the senior portfolio leader responsible for recruiting performance, stakeholder alignment, escalation of systemic barriers, and execution of scalable hiring strategies within the broader Talent Acquisition structure.

Portfolio Leadership & Strategy Execution

• Lead talent acquisition execution across assigned hiring portfolios, ensuring alignment with enterprise TA strategy, business priorities, workforce needs, and operational goals
• Serve as the senior TA partner for assigned functional and operational hiring leaders, translating workforce needs into practical recruiting strategies, hiring plans, and measurable action
• Partner with TA Managers who lead functional recruiting teams to ensure hiring priorities are understood, resourced, executed, and measured consistently
• Establish and maintain portfolio-level operating rhythms, including hiring reviews, performance updates, escalation discussions, and action planning
• Represent Talent Acquisition in workforce planning meetings, operational reviews, hiring initiatives, and executive-level updates as assigned

Performance, Analytics & Continuous Improvement

• Drive performance across high-volume and specialized or hard-to-fill hiring areas by identifying barriers in sourcing, screening, hiring manager engagement, candidate conversion, interview process, offer competitiveness, and onboarding handoffs
• Use recruiting metrics, labor market data, funnel analytics, requisition trends, vacancy data, and stakeholder feedback to diagnose hiring challenges and recommend solutions
• Support continuous improvement of recruiting workflows, candidate experience, recruiter productivity, hiring manager accountability, and hiring outcomes
• Escalate market competitiveness issues, process breakdowns, staffing risks, and leader decision points to TA leadership with clear analysis and recommendations

Recruiting Initiatives & Stakeholder Partnership

• Lead recruiting initiatives that may include targeted sourcing campaigns, hiring events, school or community partnerships, referral strategies, market mapping, candidate engagement campaigns, internal mobility support, and conversion improvement efforts
• Partner with assigned operational and functional leaders to create realistic and actionable hiring plans tailored to portfolio workforce needs (e.g., clinical operations, nursing, allied health, corporate, revenue cycle, IT, finance, facilities, research, or administrative functions)
• Partner with Compensation, HR, Finance, Workforce Strategy, Recruitment Marketing, TA Operations, and HR Technology to identify systemic barriers and support cross-functional solutions

Team Coaching & Recruiter Effectiveness

• Coach and influence TA Managers, recruiters, sourcers, and recruiting support partners on market strategy, prioritization, candidate quality, hiring manager partnership, and execution discipline
• Ensure recruiting practices within the portfolio are consistent, compliant, inclusive, and aligned with organizational policies, applicable employment laws, and enterprise TA standards

Market Intelligence & Knowledge

• Maintain current knowledge of talent market trends, competitor activity, sourcing channels, labor supply conditions, and emerging recruiting practices relevant to assigned portfolio functions
• For clinical portfolios: maintain awareness of healthcare labor market dynamics, licensing considerations, clinical talent supply, and specialty-specific recruitment practices
• For non-clinical portfolios: maintain awareness of professional, technical, operational, and leadership talent market trends applicable to assigned functions
• Perform other duties as assigned
• Additional Duties as Assigned
• Travel: Travel between Emory operating units and affiliated sites
• Work Type: Hybrid employee - may split time between working remotely and working in the office. Three days a week in office is required

Minimum Required Qualifications

• Education - Bachelor's degree in Human Resources, Business, Healthcare Administration, or related field required
• Experience - Minimum of seven years of progressive talent acquisition experience required, including significant experience in high-volume and professional or complex recruitment environments
• Minimum of three years of people leadership or senior recruiting leadership experience required

Knowledge, Skills, and Abilities (Required)

• Demonstrated ability to lead hiring strategy execution across high-volume, specialized, and hard-to-fill roles
• Demonstrated ability to influence managers, recruiters, senior stakeholders, and cross-functional partners without relying solely on direct authority
• Experience using recruiting metrics, market intelligence, funnel data, and operational dashboards to improve hiring performance
• Strong understanding of sourcing strategy, full-cycle recruiting, selection practices, applicant tracking systems, compliance requirements, and candidate experience
• Demonstrated ability to move between strategic planning and hands-on problem solving in a fast-paced environment
• Excellent written and verbal communication skills

Preferred Qualifications

• Masters degree Certification: PHR, SPHR, SHRM-CP, SHRM-SCP, or related certification
• Healthcare system, academic medical center, hospital, or large matrixed organization experience
• Experience supporting clinical roles (nursing, allied health, advanced practice, imaging, surgical services, pharmacy, laboratory, respiratory therapy, ambulatory) and/or non-clinical roles (corporate, revenue cycle, IT, finance, operations, facilities, administrative, research, professional, technical, or leadership)
• Experience recruiting within both clinical and non-clinical environments preferred
• Experience leading managers, team leads, recruiters, sourcers, or cross-functional recruiting project teams
• Experience partnering with compensation, workforce planning, recruitment marketing, sourcing, HR operations, or HR technology teams
• This role is expected to operate as a senior talent acquisition portfolio leader regardless of clinical or non-clinical assignment
• The Director must be able to diagnose complex hiring challenges, influence business and TA leaders, drive execution through functional teams, and escalate barriers with clear recommendations
• Success requires a leader who can balance high-volume execution, specialized recruiting quality, stakeholder management, candidate experience, and scalable recruiting operations
• Portfolio assignments (clinical, non-clinical, or blended) will be determined based on organizational need
• Directors are expected to develop cross-functional knowledge over time and may support portfolio transitions as the enterprise TA model evolves

Additional Details

Emory is an equal opportunity employer, and qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by state or federal law.

Emory Healthcare is committed to providing reasonable accommodations to qualified individuals with disabilities upon request. To request this document in an alternate format or to request a reasonable accommodation, please contact Emory Healthcare's Human Resources at View email address on click.appcast.io. Please note that one week's advance notice is preferred.