Overview The Vice President of Talent Acquisition is responsible for defining and delivering multi-faceted tactics and recruitment strategy focused on building a diverse and highly skilled workforce. This role will have accountability for talent attraction, recruitment, pre-onboarding, workforce development and clinical pathways requiring a balance of operational excellence and strategic foresight. The incumbent will lead talent acquisition transformation and implement progressive strategies to ensure Fairview Health Services remains competitive in attracting and hiring top-tier talent to care for our patients while improving the health of our communities. Responsibilities Job Description Develop and Implement Recruitment Strategies Design Long-Term Talent Acquisition Plans: The VP creates and executes a recruitment strategy that aligns with Fairview’s goals, ensuring that the organization is staffed adequately with qualified personnel for both current needs and future growth. Diversity and Inclusion: Ensures recruitment practices promote diversity, equity, and inclusion, creating a workforce that reflects the diverse patient population. Build Fairview’s brand as an employer of choice in the healthcare industry. This includes highlighting what makes the health system a great place to work. Enhance Recruitment Processes and Outcomes Creates processes to drive outcomes in high-volume recruitment to highly specialized roles. Analyzes data to continuously measure the impact and effectiveness of key processes and adjusts as needed including time-to-fill, quality of hire, and cost-per-hire. Optimize the overall candidate experience, employment branding, and utilizing recruiting technologies to drive efficient process compliant with applicable laws Builds a roadmap and business case for technology utilization leveraging AI to streamline and improve the recruitment process, making it more efficient and data-driven. Build Strong Talent Pipelines Leads strategic sourcing development of processes, tools and solutions. Oversees the development and execution of key talent pipelines, programs, processes, and systems to ensure an efficient hiring process tailored to specific outcomes. Leads strategies to partner with universities, nursing schools, and residency programs to create talent pipelines, ensuring a steady flow of new graduates and specialized professionals into the hospital system. Partners across HR to build key pathways for current employees to advance within the organization, filling open roles through promotions and internal transfers when possible. People Leadership Managing the Team: Lead a team of sourcing, recruiting, onboarding, workforce development and pathways professionals, providing them with direction, support, feedback and training to ensure they meet recruitment goals and continue to develop skills and key experiences. Define Recruitment Metrics: Determine Key Performance Indicators (KPIs) to measure the success of recruitment efforts, such as time-to-fill, cost-per-hire, sourcing goals and retention rates of new hires. Optimize the Candidate Experience: Ensure recruitment processes are smooth and positive for candidates, helping the hospital maintain a competitive edge in the talent market. Builds a culture of proactive solutions, fostering improvements and innovative solutions. Stakeholder Communication and Management Collaborates with hospital executives, department heads, and HR leaders to understand staffing needs and organizational goals while providing data-driven insights into hiring trends, workforce planning, and the competitive landscape. Monitors healthcare labor market and advise leadership on potential talent shortages, industry trends, and future staffing challenges. Proactively markets and reports progress and outcomes to senior leadership, ensuring transparency around the talent acquisition process and how it contributes to the hospital's overall performance. Manage Budget and Resources Manages the budget and investment for recruitment, ensuring that advertising, sourcing tools, recruitment events, and agencies are used efficiently. Ensures proper resource allocation to meet recruitment demands, such as recruitment technologies, external partnerships, and headcount for the talent. Qualifications Education Bachelor’s degree in business, healthcare, human resources management or related field. Experience 10+ years of progressive talent acquisition or human resources experience 7+ years of experience in a leadership role with experience in a multi-hospital system 5+ years of progressive experience in recruiting healthcare professionals with experience across a variety of role types (clinical, allied, to administration) Experience with strategic workforce planning Strong data-driven decision making with proven experience aligning resources and financial investments to business needs Proven ability to partner with business leaders to successfully influence and gain commitment to drive Talent Acquisition strategies Experience within a union environment highly desired Skills/Abilities Ability to forge strong relationships and build rapport with colleagues at all levels, acting as a trusted advisor Ability to work on complex issues with multiple dependencies and stakeholders to drive outcomes Ability to think strategically and make recommendations that will support organizational needs and growth, concurrent to departmental needs Ability to understand and interpret data to diagnose problems and provide business with insights; knowledge of emerging technology (machine learning, bots, AI, big data, etc.) to assess and advance innovation in the business. Excellent communication and presentation skills, with the ability to shift preferred styles as needed EEO Statement EEO/AA Employer/Vet/Disabled: All qualified applicants will receive consideration without regard to any lawfully protected status