Director of Talent Acquisition (Onsite)

Position Summary

The Director of Talent Acquisition provides strategic leadership and ongoing development for the Talent Acquisition team. This leader is responsible for designing, implementing, and refining the strategies and processes used to attract, align, and retain top talent across the organization.  The Director of Talent Acquisition is responsible for driving efficient recruiting and selection processes that ensure a best-in-class candidate experience, positioning Odyssey and affiliated facilities as an employer of choice from the first touchpoint. This critical role will support the development of a high-performance talent acquisition team while engaging and aligning cross-functional stakeholders on related talent acquisition processes.

Relationships and Contacts

Within the organization:   Builds and maintains close professional relationships with key leaders, hiring managers (clinical, non-clinical, and corporate), and other HR centers of excellence.

Outside the organization: Builds and maintains close professional relationships with referral sources, third party vendors, and recruiters/HR professionals within the behavioral healthcare space.

Position Responsibilities

Essential Responsibilities

1. Researches, develops, and implements effective recruiting and staffing strategies to attract a diverse pool of qualified and capable talent to Odyssey and its network of facilities.
2. Partners with Marketing on employer branding and ensuring Odyssey’s culture is meaningfully reflected throughout all digital talent attraction platforms including, company careers pages, Glassdoor, Indeed, and LinkedIn.
   1. Monitors employee/candidate ratings and responds to reviews as appropriate.
3. Brings forth new approaches, policies, and procedures to promote improvements in time to fill, quality of hire, cost per hire, candidate experience, and employee retention
4. Aligns Talent Acquisition strategies and resources with organizational growth objectives, value creation initiatives, and core values.
5. Forecasts hiring needs and trends with Leadership, anticipating, and proactively addressing workforce management strategies
6. Collaborates with hiring managers to identify and draft detailed and accurate job descriptions, hiring criteria, and assessment tools when appropriate.
7. Assists facility-based HR team members with job posting, sourcing, applicant review, and outbound recruitment .
   1. Identifies and leverages cost-effective resources in alignment with staffing budgets.  
8. Advises on competitive compensation packages and leverages data-driven insights from industry research.
9. Provides ongoing learning and development opportunities to Talent Acquisition Team, HR teams, and hiring managers.
10. Provides supervision, support, and guidance to Talent Acquisition team, promoting a high-performance culture with opportunities for internal mobility.
11. Establishes, monitors, and provides feedback on goals and metrics for the Talent Acquisition team.
12. Monitors and audits ATS and posting sites ensuring accuracy and maximum output, efficiency, and posting quality.
13. Assists with creating annual talent acquisition and recruiting budgets.
14. Manages vendor relationships and job posting spend for existing job boards, regularly negotiating improved rates and offerings while staying abreast of new tools
15. Creates, presents, and executes annual strategic talent attraction initiatives.

Additional Responsibilities

1. Ensures compliance with federal, state, and local employment laws and regulations, and company policies.
2. Negotiates Agency Recruitment fees, as needed.

Performs other duties as assigned.

Education and Experience

 Position requires a bachelor’s degree and 10+ years of related experience, preferably in healthcare or behavioral healthcare.

Physical Requirements

• While performing the duties of this job, the employee will be required to communicate with peers/general public, clients and/or vendors
• Tolerant to various noise levels: noise level in the work environment varies – may be very quiet to moderate
• Job performance will require the ability to move throughout the building as well as sit or remain stationary for extended periods of time
• While performing the duties of this job, the employee may be required to talk or hear, sit, stand, walk, reach, climb or balance, stoop, kneel, crouch or crawl, taste or smell.
• Ability to move up to 25 pounds

Skill Competencies

• • Leadership & Navigation:  Is seen as a trusted strategic partner to business leaders throughout the organization; leads and promotes positive changes to the talent acquisition strategy; manages the implementation/execution of initiatives; Demonstrates a high level of accountability and follow through.
  • Ethical Practice: Maintains high levels of personal and professional integrity; acts an ethical agent within the organization, promotes core values of integrity and accountability throughout the organization.
  • Relationship Management: Creates and maintains a network of internal and external professional contacts;;manages conflict while supporting the organization.
  • Communication: Effectively crafts and delivers concise and informative written and verbal communications; listens to and addresses the concerns of others; appropriately translates information throughout various levels of the organization while exercising a high level of discretion/judgement; models effective communication to others throughout the organization.
  • Cultural Effectiveness: Values and considers the perspectives and backgrounds of all;, interacts with others in a culturally competent context; promotes a culture and practices that promote diversity, equity, inclusion and belonging.
  • Business Acumen: Demonstrates an understanding and alignment with the organization’s operations and business/growth objectives; applies business tools and analysis to inform HR initiatives in alignment with the overall strategic direction of the organization.
    1. Proficient use of technology to include Microsoft Office Suite, virtual scheduling platforms, HRIS/ATS systems, and virtual meeting platforms
  • Consultation: Works with internal stakeholders to evaluate challenges and identify opportunities/solutions; builds ongoing support solutions to meet the changing needs of the organization and customers.
  • Critical Evaluation: Collects and analyzes data to interpret and promote findings that elevate HR initiatives in support of organizational strategic objectives; utilizes data to inform business decisions and recommendations.
  • Demonstrates a commitment to the vision and values of the organization.

Odyssey Behavioral Healthcare provides equal employment opportunities without regard to race, color, creed, ancestry, national origin, ethnicity, sex, gender, sexual orientation, marital status, religion, age, disability, gender identity, genetic information, service in the military, or any other characteristic protected under applicable federal, state, or local law. Equal employment opportunity applies to all terms and conditions of employment. Odyssey reserves the rights to modify, interpret, or apply this job description in any way the organization desires. This job description in no way implies that these are the only duties, including essential duties, to be performed by the employee occupying this position. Reasonable accommodations may be made to reasonably accommodate qualified individuals with disabilities. This job description is not an employment contract, implied or otherwise. The employment relationship remains “At-Will.”