Strategic Talent Acquisition Leader

Description DSHS Talent Acquisition Administrator We’re seeking a Talent Acquisition leader. Our Talent Acquisition Administrator is a trusted advisor to senior leaders, transforming workforce priorities into scalable, data-driven strategies. You’ll lead a high-performing, experienced team in a fast-paced agency-wide recruiting environment for a state agency of 18,000+ employees. The Talent Acquisition Administrator is responsible for the strategic planning, development, and implementation of strategies required to meet and support the agency’s recruiting and staffing needs. The customer base for services is DSHS employees statewide in all DSHS Administrations, other state agencies, community-based organizations, business partner groups, and job seekers in Washington State and nationwide. Reporting to the Office Chief of Specialty Consulting Services, the Talent Acquisition Administrator’s responsibilities include: Team leadership: Inspire, mentor, and scale a team of multiple workgroups. Collaborative and strategic planning and implementation of activities in support of HR Administration strategies and initiatives. Operational excellence, process, and technology optimization. Data and analytics to drive internal accountability and continuous improvement. Compliance and governance, ensuring practices adhere to federal, state, and local employment requirements, including EEOC guidance, pay transparency requirements, Washington Administrative Code, Governor’s executive orders, agency policies, and State HR directives. Influence, challenge assumptions, and communicate data-driven insights to senior leaders. Provide a consultative approach to recruiting and staffing planning by effectively anticipating organizational talent needs and gaps. Manage change, including developing and executing strategies to address future needs and change. Build collaborative, trusted relationships with key internal business partners and work effectively at all levels of the HR Division. Maintain an excellent customer-service focus and develop effective partnerships inside and outside the agency. Respond with urgency, remain flexible, and manage multiple priorities. What Success Looks Like During the first 6 to 12 months, you will: Build strong relationships with the Talent Acquisition team and agency leadership. Establish trust and credibility by listening, learning, and following through. Understand the agency’s priorities and the work already underway. Become familiar with DSHS’s skills-based hiring implementation and continue moving that work forward. Provide steady leadership while remaining open to thoughtful opportunities for improvement. What You’ll Bring Demonstrated professional Human Resources experience focused on Talent Acquisition and selection, including: Providing consultation and advice to managers on assessment, selection, and hiring activities. Supervising employees or leading the work of others in Human Resources, Talent Acquisition, or a staffing organization. Applying state and federal pre-employment laws, Washington Administrative Code, collective bargaining agreements, and administrative policies related to hiring. Using data to support planning and communicate performance and results. Providing clear written and verbal guidance to diverse audiences. Prioritizing and managing multiple projects, tasks, and service demands. Translating skills-based hiring direction into practical processes, tools, and services. You’ll lead with clear communication, sound judgment, trust, resilience, and inclusion. A bachelor’s degree with a focus in business, human resource management, social or organizational behavioral sciences, or a related field is required. Professional Human Resources experience may substitute for the degree on a year-for-year basis. And Minimum of 3 years professional HR experience, focused on talent acquisition and selection to include providing consultation and advice to managers on assessment, selection, and hiring activities. Minimum 2 years’ experience supervising and/or leading the work of others in human resources, talent acquisition, or staffing organization. Why DSHS? The Talent Acquisition team is effective and efficient, providing agency-wide sourcing and recruiting efforts across occupations that span almost every job you would find in a small city. Our business consulting services provide planning and execution of creative, complex, and comprehensive recruiting and staffing strategies that deliver immediate and long-term solutions to selection and hiring challenges. Our Executive Search Services provide a trusted in-house solution for nationwide searches. Supplemental Information Prior to a new hire, a background check including criminal record history may be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the job. This announcement may be used to fill multiple vacancies. Employees driving on state business must have a valid driver's license. Employees driving a privately owned vehicle on state business must have liability insurance on the privately owned vehicle. Washington State Department of Social and Health Services is an equal opportunity employer and does not discriminate in any area of employment, its programs or services on the basis of age, sex, sexual orientation, gender, gender identity/expression, marital status, race, creed, color, national origin, religion or beliefs, political affiliation, military status, honorably discharged veteran, Vietnam Era, recently separated or other protected veteran status, the presence of any sensory, mental, physical disability or the use of a trained dog guide or service animal by a person with a disability, equal pay or genetic information. Persons requiring accommodation in the application process or this job announcement in an alternative format may contact the Recruiter at View phone number on click.appcast.io. Applicants who are deaf or hard of hearing may call through Washington Relay Service by dialing 7-1-1 or View phone number on click.appcast.io. More than Just a Paycheck! Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation. We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs. Read About Our Benefits The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time. Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits. Insurance Benefits Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state. Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts. To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs. Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses. Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction. The Washington State Employee Assistance Program promotes the health and well-being of employees. Retirement And Deferred Compensation State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site. Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options. Social Security All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system. Public Service Loan Forgiveness If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program. Holidays Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year. Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information. Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 non-overtime hours during the month of the holiday; or for the entire work shift preceding the holiday. Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rated basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave. Sick Leave Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave. Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday. Vacation (Annual Leave) Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 non-overtime hours in a month do not earn a monthly accrual of vacation leave. Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro-rated basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave, and paid holiday. As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165. Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave. Military Leave Washington State supports members of the armed forces with 21 days paid military leave per year. Bereavement Leave Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave. Additional Leave Leave Sharing Parental Leave Family and Medical Leave Act (FMLA) Leave Without Pay Please visit the State HR Website for more detailed information regarding benefits. Updated 01-07-2026 #J-18808-Ljbffr State of Washington