Catholic Health Initiatives Division Director-Talent Acquisition - Full time in HOUSTON, Texas

Division Director-Talent Acquisition - Full time

Description

CHI St. Luke’s Health is a part of Catholic Health Initiatives (CHI), one of the nation’s largest health systems. Headquartered in Englewood, Colorado, CHI operates in 18 states and comprises more than 90 hospitals, including four academic medical centers and teaching hospitals; 24 critical-access facilities; community health services organizations; accredited nursing colleges; home health agencies; and other services that span the inpatient and outpatient continuum of care.

Position Summary

The Division Director of Talent Acquisition will be responsible for developing and implementing system-wide recruitment strategies in support of the full talent acquisition life cycle for the CHI Texas Division to attract, hire and retain top talent and position the Division as the Employer of Choice in Texas. This position is responsible for attracting, leading and inspiring a high-performing team of recruiting professionals who embrace innovative and effective sourcing strategies and techniques to engage both active and passive candidates, and facilitate exceptional candidate, partner and customer experiences.

Qualifications

Job Qualifications

Minimum Education:

  • Bachelor’s degree in Business Administration, Human Resources or a related field

Minimum years in field previous to employment:

  • 5 years progressively responsible experience within a Human Resources function

  • 5 years of people leadership experience

  • Experience working in a highly complex organization and/or in a hospital or healthcare environment

Position Responsibilities

  1. Strategic and Operational Leadership for Talent Acquisition COE: Develop and deploy a comprehensive talent acquisition strategy to ensure the Division attracts and hires top talent; direct the talent acquisition team to deliver consistent high quality service, partnership and facilitate an exceptional candidate and client experience; provide strategic leadership and guidance to deliver high quality candidates and top talent hires in a timely and cost-effective manner across the Division by optimizing our recruiting expertise and leveraging best practice models/processes, tools, technology and vendors to drive exceptional hiring and overall candidate experience; drive adoption of consistent recruiting, interviewing and hiring practices across the Division to facilitate recruiting efficiency and productivity; deliver metrics analysis and execution of developed plans; work closely with the Talent Management Center of Expertise to build internal and external talent pipelines and retention strategies and to develop an exceptional on-boarding program and experience for all new hires; and build a culture of pro-active recruitment utilizing both traditional, current and innovative sources to encompass all available talent pools.

  2. Leadership - Talent/People Management: Lead, develop, and manage an ambitious high-performing Talent Acquisition team; coach, mentor, manage, and develop team members, actively supporting their professional development; develop and monitor a team staffing and retention strategy, including hiring Talent Acquisition team members; workforce planning, succession planning; attracting and retaining top performers, and effective on-boarding programs for staff; effective performance management of team members; constantly evaluate the department’s workload to guarantee optimal recruitment activity; support the Division’s programs and initiatives that impact employees and ensure effective communication, comprehension, and adherence to all Human Resources policies and related legal and/or compliance requirements; create and model and culture of team work and openness for diverse and divergent thoughts; serve as a resource for team members; and operate as a servant-leader to the team.

  3. Employment Brand: In partnership with the Division Vice President of Human Resources and the Division’s Marketing team, establish and promote the Division’s employment brand; develop supporting materials to communicate the value proposition through the Division’s employment advertisements, career sites, community functions and activities, job descriptions, and other employment marketing efforts.

  4. Client Relationship Development and Education: In conjunction with other leaders and Talent Acquisition team members, lead the development of a workforce plan designed to support the Division’s operational and strategic goals and objectives; provide data and reports to key stakeholders, including hiring managers, to assist them in understanding current and future workforce planning needs; work with key stakeholders to educate and support clients in the expectation and execution of the Division’s talent acquisition initiatives to include active participation by client groups; participate in meetings to provide updates on recruitment progress; seek client feedback on effectiveness of recruiters and talent acquisition strategies and tactics.

  5. Analytics: Closely mmonitor the status of recruitment activities and analyze data and trends to determine effectiveness and overall success of recruitment plan and activities; measure effectiveness of recruiters by tracking and holding recruiters accountable to key performance indicators (KPIs) and Talent Acquisition service level agreements (SLAs); develop and/or supplant the talent acquisition dashboard tracking key metrics to grow a data-driven and technically skilled talent acquisition team; create and distribute standardized reports to key stakeholders on a monthly basis to regularly lead to the identification of successes, issues, solutions and improvement opportunities.

  6. Operational Excellence and Continuous Improvement: Drive a culture of continuous improvement, identifying, and implementing processes, workflows, design, projects, etc. to increase business-wide talent acquisition effectiveness and efficiency and to provide an exceptional experience for candidates, hiring managers and other key stakeholders involved in the recruitment process; provide effective leadership that ensures the delivery of meeting and exceeding operational standards in recruitment activities.

  7. Partnership with Human Resources Centers of Excellence (COEs): Effectively partner with both enterprise (national) and Division Human Resources COE’s, including Compensation, Benefits, Learning, Organizational Development, Talent Management, Employee Relations and Talent Acquisition to develop, modify and/or implement talent acquisition strategies and programs to effectively meet the Division’s operational needs.

  8. Compliance: In partnership with the Division Vice President of Human Resources and Division Director of Employee Relations and HR Compliance, oversee the compliance of all internal and external regulations concerning the recruitment and selection process to ensure a consistent business image and outcomes for potential candidates through recruitment campaigns and processes.

  9. Project Management: Lead and facilitate complex HR projects involving systems and/or business processes to obtain business goals and operational objectives. For assigned projects, assess overall project and operational risks and develop mitigation plans; organize and facilitate working teams guiding them in the development and delivery of work product; establish and monitor project deadlines to ensure that the work is completed and all dependencies are considered; ensure communications between all the appropriate parties are effective and efficient; report to the project owners and/or champions the status of the project; and exercise sound judgment to independently manage and resolve problems and issues that may arise.

  10. Other Duties: The Director of Recruiting also performs similar functions as he deems fit for the proper execution of his duties, and duties as delegated by the Chief Human Resources Officer or the Employer.

Job Professional Non-Clinical

Primary Location TEXAS-HOUSTON-ST LUKES ADMIN OFFICES

Daily Schedule Full Time

Scheduled Hours per 2-week Pay Period 80

Weekends Required Occasional

Req ID: 2018-R0167579

We’re an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.