Director of Talent Acquisition_Human Resources
Planned Parenthood, Juneau, AK, United States
Director of Talent Acquisition - Human Resources
Washington, USA
Job Description
The Director of Talent Acquisition is a strategic human resources leader responsible for the design, execution, implementation, and continuous improvement of the organization’s talent acquisition strategy. The role aligns recruitment practices with workforce planning initiatives, equity-centered hiring principles, and organizational goals, reporting directly to the Chief Human Resources Officer.
Key Responsibilities
Develop and execute a comprehensive talent acquisition strategy aligned with organizational goals, workforce plans, and patient care priorities.
Serve as a strategic advisor to the CHRO, HR leadership, and internal stakeholders on labor market trends and recruitment strategies in a unionized and non‑unionized, geographically diverse reproductive healthcare environment.
Lead, coach, and mentor the talent acquisition team, fostering accountability, professional growth, and service excellence.
Establish recruitment priorities in collaboration with departmental leaders to address critical roles, hard‑to‑fill positions, and succession planning needs.
Recruitment Operations & Full-Cycle Hiring
Oversee full-cycle recruitment for clinical, operational, leadership, and executive roles.
Partner with hiring managers to define role requirements, selection criteria, posting timelines, and recruitment processes in compliance with CBA and organizational policies.
Ensure hiring and onboarding processes are consistent, timely, and candidate‑experience‑centered while balancing operational and contractual obligations.
Implement scalable recruitment workflows to support specialized hiring and manage relationships with ATS and pre‑employment screening vendors.
Embed equitable and inclusive hiring practices across all recruitment activities.
Candidate & Hiring Manager Experience
Design recruitment processes that deliver transparent and engaging candidate experience from application through onboarding.
Serve as a partner to hiring managers, providing guidance on best practices and offer considerations.
Establish clear service‑delivery expectations and accountability across the entire recruitment lifecycle.
Address and resolve candidate and hiring manager concerns related to the recruitment process.
Develop partnerships with institutions of higher learning, community organizations, and professional associations.
Build proactive pipelines for critical, high‑demand, and hard‑to‑fill roles.
Strengthen the organization’s employer brand position in the reproductive health care space.
Establish and monitor key recruitment metrics to drive decisions and forecast hiring needs.
Identify and implement improvements to recruitment systems, tools, and processes to enhance the recruitment experience.
Compliance & Risk Management
Ensure recruitment activities comply with federal, state, and local employment laws, regulations, and accreditation requirements.
Develop and maintain recruitment policies, procedures, and documentation.
Follow all confidentiality standards related to employee data, candidate information, and patient‑care regulations.
Supervisory Responsibilities
Talent Acquisition Specialist
Minimum Qualifications
Minimum of 5-8 years of progressive talent acquisition and recruitment leadership experience.
Strong communication and relationship‑building skills.
Strong understanding of hiring compliance and best practices.
Ability to manage multiple requisitions with competing priorities in a fast‑paced environment.
Commitment to the organization’s mission, values, inclusivity, and patient‑centered care.
Experience with applicant tracking systems (ATS) and recruitment analytics.
Preferred Qualifications
Experience recruiting in multi‑state or unionized environments.
Knowledge of reproductive care roles and competencies.
Experience recruiting clinical, executive, or hard‑to‑fill roles.
Salary Range
Washington: $104,070 - $193,274 annually
Alaska: $98,867 - $183,610 annually
Hawaii: $93,663 - $173,946 annually
Indiana, Idaho, Kentucky: $88,460 - $164,283 annually
Realistic Range: $120,000 annually
Position Type
Full‑time
Benefits
This position is eligible for benefits. The organization provides a comprehensive benefits plan including medical, dental, vision, retirement, paid time off, short‑ and long‑term disability, and life insurance.
Other Information
All new hires are strongly recommended to have the COVID‑19 vaccination, including boosters. New hires recruited between September and April must present proof of a current flu shot.
What we expect from you.
Adhere to the code of conduct, policies, procedures, and protocols.
Demonstrate a high degree of professionalism.
Support and model customer service standards.
Value continuous learning and seek ongoing training and development.
Our commitment to diversity
The organization has outlined priorities and goals to cultivate and promote a diverse, equitable, and inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect the promise to support programs and initiatives that promote continuous learning and organizational development, discussions on DEI topics, internal developmental opportunities, and assessment of how to nurture a supportive and equitable work environment.
Equal Opportunity Employer. Equal opportunity will be provided to all employees and applicants for employment on the basis of their ability and competence without unlawful discrimination on the basis of race, color, ethnicity, national origin, gender, gender identity, gender expression, sexual orientation, religion, protected veteran status, marital status, age, disability, or any other status protected by applicable state or federal law.
#J-18808-Ljbffr
Washington, USA
Job Description
The Director of Talent Acquisition is a strategic human resources leader responsible for the design, execution, implementation, and continuous improvement of the organization’s talent acquisition strategy. The role aligns recruitment practices with workforce planning initiatives, equity-centered hiring principles, and organizational goals, reporting directly to the Chief Human Resources Officer.
Key Responsibilities
Develop and execute a comprehensive talent acquisition strategy aligned with organizational goals, workforce plans, and patient care priorities.
Serve as a strategic advisor to the CHRO, HR leadership, and internal stakeholders on labor market trends and recruitment strategies in a unionized and non‑unionized, geographically diverse reproductive healthcare environment.
Lead, coach, and mentor the talent acquisition team, fostering accountability, professional growth, and service excellence.
Establish recruitment priorities in collaboration with departmental leaders to address critical roles, hard‑to‑fill positions, and succession planning needs.
Recruitment Operations & Full-Cycle Hiring
Oversee full-cycle recruitment for clinical, operational, leadership, and executive roles.
Partner with hiring managers to define role requirements, selection criteria, posting timelines, and recruitment processes in compliance with CBA and organizational policies.
Ensure hiring and onboarding processes are consistent, timely, and candidate‑experience‑centered while balancing operational and contractual obligations.
Implement scalable recruitment workflows to support specialized hiring and manage relationships with ATS and pre‑employment screening vendors.
Embed equitable and inclusive hiring practices across all recruitment activities.
Candidate & Hiring Manager Experience
Design recruitment processes that deliver transparent and engaging candidate experience from application through onboarding.
Serve as a partner to hiring managers, providing guidance on best practices and offer considerations.
Establish clear service‑delivery expectations and accountability across the entire recruitment lifecycle.
Address and resolve candidate and hiring manager concerns related to the recruitment process.
Develop partnerships with institutions of higher learning, community organizations, and professional associations.
Build proactive pipelines for critical, high‑demand, and hard‑to‑fill roles.
Strengthen the organization’s employer brand position in the reproductive health care space.
Establish and monitor key recruitment metrics to drive decisions and forecast hiring needs.
Identify and implement improvements to recruitment systems, tools, and processes to enhance the recruitment experience.
Compliance & Risk Management
Ensure recruitment activities comply with federal, state, and local employment laws, regulations, and accreditation requirements.
Develop and maintain recruitment policies, procedures, and documentation.
Follow all confidentiality standards related to employee data, candidate information, and patient‑care regulations.
Supervisory Responsibilities
Talent Acquisition Specialist
Minimum Qualifications
Minimum of 5-8 years of progressive talent acquisition and recruitment leadership experience.
Strong communication and relationship‑building skills.
Strong understanding of hiring compliance and best practices.
Ability to manage multiple requisitions with competing priorities in a fast‑paced environment.
Commitment to the organization’s mission, values, inclusivity, and patient‑centered care.
Experience with applicant tracking systems (ATS) and recruitment analytics.
Preferred Qualifications
Experience recruiting in multi‑state or unionized environments.
Knowledge of reproductive care roles and competencies.
Experience recruiting clinical, executive, or hard‑to‑fill roles.
Salary Range
Washington: $104,070 - $193,274 annually
Alaska: $98,867 - $183,610 annually
Hawaii: $93,663 - $173,946 annually
Indiana, Idaho, Kentucky: $88,460 - $164,283 annually
Realistic Range: $120,000 annually
Position Type
Full‑time
Benefits
This position is eligible for benefits. The organization provides a comprehensive benefits plan including medical, dental, vision, retirement, paid time off, short‑ and long‑term disability, and life insurance.
Other Information
All new hires are strongly recommended to have the COVID‑19 vaccination, including boosters. New hires recruited between September and April must present proof of a current flu shot.
What we expect from you.
Adhere to the code of conduct, policies, procedures, and protocols.
Demonstrate a high degree of professionalism.
Support and model customer service standards.
Value continuous learning and seek ongoing training and development.
Our commitment to diversity
The organization has outlined priorities and goals to cultivate and promote a diverse, equitable, and inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect the promise to support programs and initiatives that promote continuous learning and organizational development, discussions on DEI topics, internal developmental opportunities, and assessment of how to nurture a supportive and equitable work environment.
Equal Opportunity Employer. Equal opportunity will be provided to all employees and applicants for employment on the basis of their ability and competence without unlawful discrimination on the basis of race, color, ethnicity, national origin, gender, gender identity, gender expression, sexual orientation, religion, protected veteran status, marital status, age, disability, or any other status protected by applicable state or federal law.
#J-18808-Ljbffr