Sr. Director, Talent

Job Description

Job Description

Position Summary  
The Sr. Director, Talent provides enterprise leadership for attracting, engaging, developing, and retaining top talent across Hopebridge. They are responsible for enterprise workforce strategy, including talent acquisition, employee engagement, retention, workforce planning, talent analytics, university partnerships, and workforce pipeline development. This leader partners closely with Clinical, Operations, Finance, and Human Resources leadership to ensure Hopebridge has the workforce capacity, capability, and culture necessary to deliver exceptional patient outcomes while supporting sustainable growth. The Sr. Director, Talent serves as Hopebridge’s workforce strategist, balancing talent acquisition, employee engagement, retention, workforce planning, and workforce supply strategies to ensure sustainable clinical capacity and organizational performance. The role leads the Talent function and serves as a trusted advisor to executive leadership on workforce trends, labor market dynamics, organizational health, workforce risks, and long-term talent sustainability.  Responsibilities Workforce Strategy & Planning  

• Develop and execute an enterprise workforce strategy aligned with Hopebridge’s growth objectives, patient demand, and clinical capacity needs. 
• Partner with executive leadership, finance, operations, and clinical teams to forecast workforce needs and develop scalable talent solutions that support growth, workforce stability, and operational performance. 
• Lead workforce planning processes that evaluate current and future staffing needs, workforce supply risks, productivity trends, and market opportunities. 
• Develop workforce models and strategies that balance recruiting, retention, productivity, workforce redesign, and workforce investment decisions. 
• Provide executive leadership with actionable workforce insights, trends, and recommendations that support business planning and operational decision-making. 
• Establish workforce scorecards and reporting mechanisms that provide visibility into workforce health, staffing coverage, workforce capacity, and organizational risk.  

• Develop and execute enterprise talent acquisition strategies that support growth and staffing demands across clinical, operational, and leadership positions. 
• Lead recruiting efforts for critical and hard-to-fill positions, including Board Certified Behavior Analysts (BCBAs), Speech-Language Pathologists (SLPs), Occupational Therapists (OTs), Physical Therapists (PTs), Clinical Managers, Center Managers, and operational leadership roles. 
• Build and execute market-specific attraction strategies that align recruiting efforts with local labor market conditions and workforce availability. 
• Partner with operations and clinical leadership to prioritize hiring efforts based on patient demand, workforce capacity, growth opportunities, and business needs. 
• Own the end-to-end recruiting operating model, including sourcing, recruitment marketing, vendor management, candidate experience, and selection effectiveness. 
• Ensure recruiting investments and resources are aligned with organizational priorities and deliver measurable return on investment.  

• Develop and execute enterprise strategies designed to improve employee engagement, workforce stability, and long-term retention. 
• Lead the organization’s retention strategy for critical workforce populations, including BCBAs, Clinical Managers, Center Managers, Registered Behavior Technicians (RBTs), and other priority roles. 
• Establish a comprehensive employee listening strategy that includes engagement surveys, pulse surveys, focus groups, stay interviews, and workforce sentiment assessments. 
• Identify root causes of turnover and workforce instability and partner with leaders to implement targeted retention solutions. 
• Develop retention programs and initiatives that strengthen employee connection to Hopebridge’s mission, improve employee experience, and increase workforce longevity. 
• Partner with Human Resources, Operations, and Clinical Leadership to improve onboarding effectiveness, first-year employee experiences, and early-tenure retention outcomes. 
• Monitor workforce health indicators and proactively address emerging workforce risks. 

• Establish enterprise workforce analytics capabilities that provide meaningful insights into talent acquisition, retention, engagement, productivity, and workforce performance. 
• Own labor market intelligence strategies for critical workforce populations, including compensation trends, workforce availability, competitive positioning, and workforce risk factors. 
• Translate workforce data into actionable recommendations related to compensation, role design, workforce flexibility, career pathways, staffing models, and organizational investments. 
• Develop executive dashboards and workforce reporting that support strategic decision-making and operational planning. 
• Provide regular workforce reviews and recommendations to executive leadership. 

• Build and scale long-term workforce supply strategies that strengthen Hopebridge’s future talent pipeline. 
• Develop strategic partnerships with universities, graduate programs, professional associations, and training institutions to increase access to future talent. 
• Partner with Clinical Leadership to expand BCBA supervision capacity, fellowship opportunities, and workforce development programs. 
• Strengthen RBT-to-BCBA career pathways and other internal development programs that support employee growth and workforce sustainability. 
• Develop geographic workforce strategies that align pipeline investments with market opportunity, workforce supply, and growth priorities. 
• Measure and continuously improve the effectiveness of workforce pipeline initiatives. 

• Partner with Marketing, Communications, Human Resources, and Operations leaders to strengthen Hopebridge’s Employee Value Proposition and employment brand. 
• Translate Hopebridge’s mission, culture, career opportunities, and workforce value proposition into compelling messaging for prospective and current employees. 
• Develop market-specific attraction and retention campaigns that improve awareness, candidate conversion, employee engagement, and workforce advocacy. 
• Ensure consistent and compelling talent messaging across recruiting, onboarding, engagement, and retention initiatives. 
• Strengthen Hopebridge’s reputation as an employer of choice within the clinical services industry.  

• Lead the organization’s talent technology strategy, including applicant tracking systems, candidate relationship management tools, recruiting analytics platforms, automation solutions, and workforce reporting systems. 
• Develop scalable processes that improve efficiency, candidate experience, recruiter productivity, workforce visibility, and decision-making. 
• Create governance structures and operating standards that ensure consistency, compliance, and quality across talent processes. 
• Continuously evaluate emerging technologies and workforce solutions that improve organizational effectiveness. 
• Ensure compliance with applicable employment laws, healthcare workforce requirements, licensure verification processes, background screening requirements, and credentialing standards.  

• Lead, coach, and develop a high-performing Talent organization focused on workforce strategy, recruiting excellence, employee engagement, workforce analytics, and talent pipeline development. 
• Serve as a trusted advisor to executive leadership on workforce strategy, labor market conditions, workforce health, talent risks, and organizational effectiveness. 
• Partner closely with Clinical Leadership to ensure workforce strategies align with patient demand, caseload requirements, workforce capacity, and growth objectives. 
• Strengthen leader capability in workforce planning, interviewing, employee engagement, retention, and workforce decision-making. 
• Develop and maintain strong partnerships across Clinical, Operations, Finance, Human Resources, and Executive Leadership teams. 
• Promote accountability for workforce outcomes across the organization. 
• Champion a culture of engagement, inclusion, accountability, development, and mission-driven performance. 

• Workforce capacity and staffing coverage 
• Workforce forecast accuracy 
• Workforce health scorecard performance 
• Clinical workforce stability 
• Workforce productivity measures 
• Succession readiness and pipeline health 

• Time-to-fill 
• Time-to-start 
• Vacancy rates 
• Candidate pipeline strength 
• Offer acceptance rates 
• Candidate experience measures 
• Quality of hire 
• Cost per hire 
• Recruiting efficiency 

• Employee engagement scores 
• Voluntary turnover 
• Regrettable turnover 
• 90-day retention 
• 180-day retention 
• One-year retention 
• BCBA tenure and workforce stability 
• Employee referral participation 
• Internal mobility and promotion rates 
• Stay interview effectiveness 

• University partnership outcomes 
• Fellowship conversion rates 
• RBT-to-BCBA progression 
• Workforce supply growth 
• Geographic pipeline effectiveness