Talent Acquisition Supervisor

Must reside in Texas!!! Talent Acquisition Supervisor leads a team of Talent Acquisition professionals, to deliver consistent, high quality, and strategically aligned talent solutions across the organization. This role balances people leadership, executive-level requisition ownership, and strategic advisory partnership, ensuring recruiting practices scale effectively to meet the needs of a complex and growing business. In addition to leading the team, the Supervisor personally owns and manages executive level and other high impact requisitions, serving as a trusted talent advisor to senior leaders and modeling consultative recruiting behaviors. Key Responsibilities Lead, coach, and develop a team of Talent Acquisition professionals, setting clear expectations for quality, consistency, and stakeholder engagement. Drive accountability through performance management, regular coaching, and outcome-based metrics (e.g., quality of hire, time to fill, candidate experience). Address performance gaps proactively and uphold high standards of execution across the team. Model consultative, strategic recruiting behaviors and elevate capability across the function. Team Leadership & Performance Management Lead, coach, and develop a team of Talent Acquisition professionals, setting clear expectations for quality, consistency, and stakeholder engagement. Drive accountability through performance management, regular coaching, and outcome-based metrics (e.g., quality of hire, time to fill, candidate experience). Address performance gaps proactively and uphold high standards of execution across the team. Model consultative, strategic recruiting behaviors and elevate capability across the function. Executive-Level Requisition Ownership Personally lead and manage executive and senior-level searches supporting the Executive Leadership Team and other business-critical roles. Serve as a trusted talent advisor to executive leaders, providing guidance on search strategy, market insights, candidate assessment, and selection decisions (while partnering closely with HRBPs on broader talent and organizational considerations). Lead confidential, complex searches aligned with organizational strategy and leadership capability need. Ensure executive hiring processes reflect a high standard of professionalism, rigor, discretion, and an exceptional candidate experience. Operational Excellence Drive consistent application of talent acquisition processes, tools, and standards across the organization while allowing for flexibility based on business needs. Define and implement standardized talent acquisition reporting and analytics, ensuring consistent tracking of key performance indicators across the function. Provide data-driven insights and executive-level reporting to HR and business leadership, enabling informed decision-making, proactive workforce planning, and continuous improvement. Standardize intake conversation and hiring strategy discussions to create a predictable, high quality experience for leaders and candidates. Monitor requisition volume workflows and team capacity to support sustainable execution. Partner closely with HR Business Partners, Compensation, and other stakeholders to ensure alignment with governance, decision frameworks, and enterprise standards. Strategic Talent Advisory & Continuous Improvement Act as a senior talent partner to business and executive leaders, aligning recruiting priorities with organizational strategy and workforce needs. Translate business objectives into talent acquisition priorities, including proactive pipeline development for critical roles. Leverage recruiting metrics and insights to evaluate performance, identify trends, and guide decision making. Identify and lead improvements to processes, tools, and operating models to enhance scalability, efficiency, and business impact. Stay current on labor market trends and leading practices in talent acquisition. Qualifications Required Bachelor's degree in human resources, Business Administration, or a related field OR an equivalent combination of education and relevant work experience. Minimum of 7 years of progressive experience in talent acquisition, recruiting, or talent advisory roles. Minimum of 3 years of experience leading, coaching, or supervising recruiting professionals. Demonstrated experience supporting senior level leaders in a consultative recruiting capacity. Experience managing full cycle recruiting in a complex, fast paced, or growing organization. Knowledge, Skills, and Abilities Demonstrated knowledge of full cycle recruiting practices, including intake strategy, sourcing, candidate assessment, selection, and offer management. Proven ability to set clear expectations, drive accountability, and ensure consistency across recruiting processes and outcomes. Ability to manage both people leadership and personal requisition responsibilities. Strong consultative, communication, and influencing skills. Experience managing confidential, executive-level searches. Proficiency with applicant tracking systems (ATS) and recruiting analytics. Strong organizational skills and ability to manage competing priorities. Preferred Experience operating in a strategic (non-transactional) talent acquisition model. Experience in health career highly regulated environments. Experience supporting talent acquisition transformation or process improvement. Professional certifications such as SHRM CP, SHRM SCP, PHR, SPHR, or equivalent. 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