VP Talent Acquisition

The Vice-President, Talent Acquisition will set the vision, strategy and roadmap for the talent acquisition function in a high demand organization. The VP, Talent Acquisition will be responsible for the continued evolution of AdventHealth’s talent selection process through the use of talent acquisition tools and methods. The VP should possess strong business knowledge, project management experience, exhibit strong communication skills, understand the nuances of recruiting across traditional and digital channels, and have strong leadership skills to efficiently and cost-effectively assure a high caliber workforce that will support future growth objectives.

Strategy

• Leads the Talent Acquisition (TA) team to own ongoing strategic development of recruiting processes: identifying competitive landscapes, providing insight on competitive benchmarking, defining candidate populations, tracking legal developments and emerging trends.

• Analyze current talent acquisition processes, identifying process efficiencies, gaps and determining go forward process plans, i.e. identify and implement “best practices” and workflows across the company to help streamline and standardize processes nationwide.

• Analyze current and future international talent acquisition needs, develop plan to build the company’s talent acquisition function, including the determination of best model to use (what combination of in-source/ outsource, etc.) for a comprehensive workforce planning strategy.

• Provide leadership for the evolution of talent acquisition technology, recruiting approaches, hiring tools, and partnership with HR and business functions.

• Leads sourcing strategy through a variety of sourcing channels with an emphasis on passive candidate attraction and maximizing the benefits of candidate pipelining.

• Manages, leverages, and challenges existing recruiting strategies, methods, and systems to generate a proactive and efficient approach to sourcing, assessing, and preboarding qualified talent.

• Responsible for establishing a framework for workforce planning that other executives and leaders can leverage for a more consistent, structured, forward-looking approach to identify our talent needs.

• Direct recruiting initiatives including integration of assessment tools, employee referral program, interview skills training, etc.

• Responsible for partnering with Leadership Institute to elevate campus recruiting as a key component of AdventHealth’s talent strategy.

• Partners with cross-functional leaders to monitor progress against open positions and ensures top quartile performing outcomes using Lean Human Capital and Saratoga benchmark numbers.

Operations

• Drives continuous improvement as an important element of shared service delivery.

• Determines reporting needs and analyzes/recommends data and processes that ensure maximum effectiveness of the TA function, aligned with operational needs.

• Understands business needs and talent gaps, short and long term, to ensure we have the talent/capabilities to drive strategy and achieve business plans.

• Ensures compliance with all applicable federal, state, and local regulations by adhering to practices related to hiring, compliance with EEO and regulatory hospital agencies.

• Prepares and monitors annual recruitment budget, participating in monthly budget review meetings.

• Identifies and evaluates market factors, economic conditions and competitor insights that may impact ability to acquire and retain talent; develops and implements strategy in response to these trends

• Maintains a broad knowledge of company policies and benefit plans

• Integrates service standards to create a leading industry candidate and hiring manager experience

• Uses benchmark data to develop and implement benchmark metrics from the application time to the time a person starts with all data points in between including application ratios and quality metrics. Use benchmark data to measure the time of requisition approval to time to start with all data points in between.

• Assesses ongoing valuation of existing hiring systems and processes to be assessed and adjusted to allow for support of our fluid work environment and new market locations

• Works with HRSS Employee Relations and Legal in monitoring changing government regulations to ensure interview and selection techniques are in compliance with organization policies and procedures, as well as applicable laws and regulations

• Must be willing to travel a minimum of 25% of the time to meet regional and division executives to deliver regular business reviews and conduct business assessment needs for mergers/acquisitions/new builds.

Leadership

• Provides senior leadership and coaching in a fast paced, team-based environment while being extremely adaptable and flexible.

• Results-oriented and demonstrates a high level of ownership and accountability in delivering outcomes. Engages, develops and manages team to deliver results to exceed benchmark data from third party vendors including, but not limited to, Lean Human Capital and Saratoga.

• Provides subject matter leadership, including engagement and thought leadership both within the company, and across all business lines.

• Plays a senior leadership role in the planning and execution of new mergers/acquisitions/builds.

• Manage a workforce planning process that projects the future skill and capability requirements for the company; bring market knowledge to bear on competitive external talent trends.

• Creates areas of accountability for each segment of the hiring process and evaluates outcomes in Selection, Sourcing, and Preboarding.

• Stay current and informed on industry best practices including new and innovative talent acquisition strategies, systems and technologies; makes recommendations and drives continuous improvement in global talent acquisition practices.

• Collaborates with COE Talent Strategy to leverage partnerships with third party vendors to improve the efficiency in which we process candidates and provide an exceptional candidate and hiring manager experience.

Knowledge, Skills, and Abilities:

• Proficiency in Microsoft Office Suite [Required]

• Proficiency in an Applicant Tracking System, preferably Taleo [Required]

• Experience with social networking and internet vehicles and tools, such as e-mail, search engines, social media, blogs, job boards and job postings [Preferred]

Education:

• Minimum Bachelor’s degree required, preferably in Business, Human Resources, or a related field [Required]

• Master’s degree highly preferred [Preferred]

Work Experience:

• Minimum of 15 years of experience in recruitment, preferably in a healthcare environment [Required]

• Minimum of seven years of managerial experience overseeing talent acquisition for high-volume recruitment team {Required]

Licenses and Certifications:

• Senior Professional in Human Resources (SPHR) designation or equivalent HR certification [Preferred]