Director, Executive Recruitment

The Executive Recruitment Director is responsible for leading the full executive recruitment function for the organization. Operating under limited supervision while exercising independent judgment and leadership, this role identifies, attracts, assesses, and places top tier executive talent while ensuring alignment with organizational strategy, leadership expectations, and cultural fit.

ESSENTIAL RESPONSIBILITIES / DUTIES:

• Executive Hiring Strategy & Leadership: Leads the enterprise-wide executive recruitment function by establishing strategies, priorities, execution models, and governance frameworks; owns the end-to-end lifecycle for all executive searches including sourcing, assessment, selection, and offer negotiation.
• Stakeholder Consultation & Alignment: Partners directly with the CHRO, CEO, and Executive Leadership Team (ELT) to define leadership profiles, core competencies, role scopes, and evaluation standards aligned with long-term succession planning.
• Search Execution & Talent Identification: Conducts proactive talent mapping, market scans, and competitive intelligence to identify high-potential senior talent; manages relationships and contract deliverables with external retained search firms to ensure cost-effective, high-quality delivery.
• Candidate Experience & Selection Advisory: Advises and coaches senior hiring leaders on structured interviewing techniques, selection discipline, and data-driven decision-making; facilitates formal interview debriefs and ensures a highly confidential, seamless experience for candidates.
• Process & Governance Frameworks: Maintains a consistent, transparent, and compliant executive hiring process by partnering with compensation, legal, and executive offer governance frameworks; provides regular talent metrics and strategic insights to HR leadership to inform executive workforce planning.

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required).

JOB REQUIREMENTS

REQUIRED EDUCATION AND EXPERIENCE:

• Bachelor’s degree and 10+ years of progressive experience in Talent Acquisition, including at least 5 years leading executive‑level or retained search work and managing VP, SVP, and C‑suite searches in complex, fast-paced environments advising senior stakeholders; or equivalent combination of education and experience.

PREFERRED EDUCATION AND EXPERIENCE:

• Master's degree and experience working inside a large, matrixed organization overseeing enterprise‑wide executive recruitment, including prior experience partnering directly with a CHRO, CEO, or Compensation Committee on high-stakes leadership placements .

CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:

• N/A

CERTIFICATES, LICENSES, REGISTRATIONS PREFERRED:

• SHRM‑CP, SHRM‑SCP, PHR, SPHR, or equivalent HR professional certification.
• AESC (Association of Executive Search and Leadership Consultants) or similar executive‑search‑specific certification.

KNOWLEDGE, SKILLS & ABILITIES (KSAs):

• Executive Market Expertise: Advanced knowledge of executive talent markets, executive compensation alignment, leadership assessment frameworks, and search methodologies.
• Strategic Advisement: Strong consultative and negotiation skills with the ability to influence, guide, and advise C‑suite and executive stakeholders through sensitive talent decisions.
• Communication & Presentation: Exceptional relationship-building skills and executive presence necessary to represent the organization to top-tier external talent
• Confidentiality & Discretion: Ability to manage high-stakes, highly sensitive information with complete professionalism and sound judgment.
• Project Management: Ability to manage multiple complex, high-priority executive searches simultaneously while maintaining quality, compliance, and speed

Compensation Range:

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being. 

NOTE : This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

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