The Director, Talent Acquisition and Workforce Branding provides strategic leadership for the design, development, implementation, administration, coordination, and evaluation of DCH Health System’s talent acquisition and workforce branding functions.

The Director is responsible for designing, implementing, administering, and continuously evaluating comprehensive plans, strategies, systems, policies, and processes related to workforce planning, talent acquisition, employer and workforce branding, talent management and development, candidate experience, legal compliance, recruitment-related recordkeeping, and talent attraction. The Director ensures these programs and practices are aligned with DCH Health System’s vision, mission, values, strategic priorities, and workforce needs.

This position serves as a strategic business partner to executive and organizational leaders, working collaboratively to understand current and future workforce needs, build consensus, and develop innovative solutions that attract, engage, develop, and retain high-quality talent. The Director leads efforts to strengthen DCH Health System’s position as an employer of choice through compelling workforce branding, targeted talent attraction strategies, strategic sourcing, community and professional partnerships, recruitment marketing, and an exceptional candidate experience.

The Director is expected to be highly collaborative, innovative, data-driven, and capable of building consensus and organizational commitment toward shared workforce and business outcomes.

1. Partner with the leadership team to design, develop, implement, administer, and evaluate a comprehensive Talent Acquisition, Workforce Branding, and Talent Management Plan and Strategy aligned with DCH Health System’s vision, mission, values, strategic goals, and workforce priorities. Regularly engage leaders in direct communication regarding workforce needs, talent strategies, recruitment priorities, and other key human resource matters.
2. Provide strategic leadership and operational oversight of talent acquisition activities to ensure DCH Health System effectively and efficiently attracts, sources, assesses, selects, and hires qualified candidates aligned with organizational and departmental needs.
3. Design, implement, administer, and evaluate a comprehensive workforce branding and employer value proposition strategy designed to position DCH Health System as an employer of choice. Ensure consistent messaging and representation of the organization’s culture, mission, values, career opportunities, employee experience, and community impact across recruitment and workforce communication channels.
4. Lead strategies to enhance the candidate experience throughout the talent acquisition lifecycle, including job postings, sourcing, communication, interviewing, selection, offer management, pre-employment processes, and transition to onboarding. Establish, administer, and monitor practices that promote timely, professional, respectful, and engaging interactions with candidates.
5. Develop and maintain proactive talent pipelines for critical, high-demand, and hard-to-fill positions. Design and implement strategic sourcing initiatives, recruitment campaigns, talent communities, referral strategies, professional partnerships, educational institution relationships, and community outreach efforts to strengthen the organization’s access to qualified talent.
6. Design and implement talent management strategies and programs to ensure effective staffing alignment with the needs of the organization. Create systems to attract talent, identify critical talent needs, establish core competencies and corresponding development opportunities, and engage leadership in succession planning and workforce development.
7. Collaborate with HR leaders to develop and implement strategies that support staff retention and productivity through employee engagement, leadership and staff development, regular feedback and coaching, career pathing, internal mobility, and the promotion of a coherent organizational culture.
8. Partner with HR leadership and organizational leaders to analyze workforce trends, turnover, vacancies, time-to-fill, quality-of-hire, recruitment sources, candidate demographics, and other talent metrics. Utilize data and analytics to identify workforce needs and opportunities, establish measures of success, evaluate plan effectiveness, and continuously improve talent acquisition and workforce branding strategies.
9. Lead the effective and efficient administration of the performance management process, ensuring managers are equipped to engage in constructive and ongoing feedback and coaching, collaborate effectively when co-managing staff, and encourage staff to actively participate in identifying and addressing performance gaps.
10. Maintain current knowledge of and ensure application of all relevant laws and regulations at the local, state, and national levels relating to employment, recruitment, selection, equal employment opportunity, and other applicable human resource practices. Ensure organizational compliance in talent acquisition and employment practices.
11. Assess, design, implement, administer, and continuously improve HR technology and talent acquisition systems that enable managers and employees to efficiently perform people-related transactions. Partner with HRIS and other HR leaders to facilitate effective HR services, securely maintain employee and candidate data, improve recruitment processes, and support people-related decisions.
12. Develop, implement, administer, and continuously improve recruitment policies, procedures, workflows, and processes to increase efficiency, consistency, compliance, candidate engagement, and hiring outcomes.
13. Develop and maintain strategic relationships with external partners, professional organizations, educational institutions, workforce development organizations, community organizations, and other talent sources to expand DCH Health System’s talent pipeline and workforce presence.
14. Lead the design and execution of recruitment marketing and workforce branding initiatives, including career-site content, social media and digital recruitment campaigns, career events, community outreach, employee stories, recruitment materials, and other strategies designed to increase awareness of and interest in employment opportunities at DCH Health System.
15. Maintain professional affiliations and participate in professional activities as appropriate to the scope of responsibility. Maintain awareness of emerging talent acquisition, workforce branding, recruitment marketing, workforce planning, and human resource trends and best practices and incorporate relevant practices into DCH Health System’s talent strategies and plans.
16. Promote DCH Health System’s culture of service and quality excellence through teamwork, respectful communication, maintenance of a professional environment, partnership with those we serve, and anticipation of patient/customer needs.

DCH Standards: 

• Maintains performance, patient and employee satisfaction and financial standards as outlined in the performance evaluation.
• Performs compliance requirements as outlined in the Employee Handbook
• Must adhere to the DCH Mission, Vision, and Values including creating positive relationships with patients/families, coworkers, colleagues and with self.
• Performs essential job functions in a manner that ensures the safety of patients, visitors and employees.
• Identifies and reduces unsafe practices that may result in harm to patients, visitors and employees.
• Recognizes and takes appropriate action to reduce risks and hazards to promote safety for patients, visitors and employees.
• Requires use of electronic mail, time and attendance software, learning management software and intranet.
• Must adhere to all DCH Health System policies and procedures.
• All other duties as assigned.

Required:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or 10 years of progressive HR experience required.
• HRCI and/or SHRM certification required within 18 months of hire.
• A minimum of 7 years of progressive human resources experience, including significant experience partnering directly with senior leadership to develop, align, and implement talent acquisition, workforce planning, talent management, organizational development, and/or HR strategies. 

Other Skills:

• Demonstrated experience leading talent acquisition and recruitment strategies, including sourcing, recruitment marketing, candidate experience, workforce branding, talent pipeline development, and selection processes.
• Experience developing and implementing employer branding, recruitment marketing, workforce engagement, or talent attraction strategies preferred.
• Experience supervising, coaching, developing, and evaluating staff.
• Experience implementing strategies, systems, and processes for talent management, talent acquisition, workforce planning, HR technology, and other HR initiatives.
• Strong business acumen and demonstrated leadership abilities, with the ability to understand organizational priorities and translate them into effective talent strategies.
• Working knowledge of employment laws, equal employment opportunity requirements, recruitment compliance, and other applicable regulatory requirements.
• Ability to listen, probe, and ask thoughtful questions to understand underlying needs and/or root causes of workforce and organizational issues.
• Ability to provide thoughtful, progressive, innovative, and strategic guidance to leaders and stakeholders.
• Expertise in analysis, critical decision-making, project management, process improvement, and use of data to evaluate and improve talent strategies.
• Strong interpersonal, verbal, and written communication skills, including proficiency in developing and delivering presentations to executives, leaders, employees, and external audiences.
• Demonstrated ability to anticipate and solve practical workforce and organizational problems.
• Ability to identify, influence, and collaborate with key stakeholders to achieve desired organizational outcomes.
• Ability to build relationships and partnerships with internal leaders, employees, candidates, educational institutions, community organizations, professional associations, and external talent sources.
• Outstanding judgment, sensitivity, professionalism, and discretion when handling confidential employee, candidate, and organizational information.
• Proficiency in Microsoft Office Suite and HR, talent acquisition, applicant tracking, recruitment marketing, and other related system applications.
• Strong organizational skills with the ability to manage multiple priorities, projects, deadlines, and stakeholders in a fast-paced environment.

Must be able to read, write legibly, speak, and comprehend English.

WORKING CONDITIONS

Work Context

Requires frequent face-to-face and telephone contact with others at all organizational levels, internal and external applicants and other customers.  Work is fast paced and unpredictable in a customer service environment.  Deals with external customers and may require occasionally dealing with conflict and/or an angry person.  Requires constant use of email. Works as part of a team. Requires individual outcomes as well as team-based outcomes.

Work is primarily performed in a clean, indoor and temperature-controlled environment with no unusual physical effort. May require performing tasks in moderately close proximity to others. Cognitive abilities required include deductive reasoning, information ordering, oral comprehension, oral expression, problem sensitivity, written comprehension, and written expression.

This position will involve analyzing data and information, having the ability to work independently or in a team environment, preparing written letters and memos, critical thinking and using good judgment in decision making.

Physical Factors

• Primarily sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Involves sitting the majority of the time. Walking and standing are required occasionally throughout the work day. Manual and finger dexterity required. May require the ability to stoop, kneel and/or crouch on occasion.
• Local and/or long-distance travel may be required.
• Must be able to perform the duties with or without reasonable accommodation.
• Hearing and vision must be normal or corrected to within normal range.
• Physical presence onsite is essential.