Supervisor, Talent Acquisition

The US Oncology Network is looking for a remote Supervisor, Talent Acquisition to join our team at Texas Oncology.

Role Summary

The Supervisor, Talent Acquisition leads a team of Talent Acquisition professionals, to deliver consistent, high‑quality, and strategically aligned talent solutions across the organization. This role balances people leadership, executive-level requisition ownership, and strategic advisory partnership, ensuring recruiting practices scale effectively to meet the needs of a complex and growing business. In addition to leading the team, the Supervisor personally owns and manages executive level and other high impact requisitions, serving as a trusted talent advisor to senior leaders and modeling consultative recruiting behaviors.

Qualifications Required

• Bachelor's degree in human resources, Business Administration, or a related field OR an equivalent combination of education and relevant work experience.
• Minimum of 7 years of progressive experience in talent acquisition, recruiting, or talent advisory roles.
• Minimum of 3 years of experience leading, coaching, or supervising recruiting professionals.
• Demonstrated experience supporting senior‑level leaders in a consultative recruiting capacity.
• Experience managing full‑cycle recruiting in a complex, fast‑paced, or growing organization.

Knowledge, Skills, and Abilities

• Demonstrated knowledge of full‑cycle recruiting practices, including intake strategy, sourcing, candidate assessment, selection, and offer management.
• Proven ability to set clear expectations, drive accountability, and ensure consistency across recruiting processes and outcomes.
• Ability to manage both people leadership and personal requisition responsibilities.
• Strong consultative, communication, and influencing skills.
• Experience managing confidential, executive-level searches.
• Proficiency with applicant tracking systems (ATS) and recruiting analytics.
• Strong organizational skills and ability to manage competing priorities

Preferred Qualifications

• Experience operating in a strategic (non-transactional) talent acquisition model.
• Experience in health career highly regulated environments.
• Experience supporting talent acquisition transformation or process improvement.
• Professional certifications such as SHRM‑CP, SHRM‑SCP, PHR, SPHR, or equivalent.

As a part of The US Oncology Network, Texas Oncology delivers high-quality, evidence-based care to patients close to home. Texas Oncology is the largest community oncology provider in the country and has approximately 600+ providers in 300+ sites across Texas, our founders pioneered community-based cancer care because they believed in making the best available cancer care accessible to all communities, allowing people to fight cancer at home with the critical support of family and friends nearby. Our mission is still the same today—at Texas Oncology, we use leading-edge technology and research to deliver high-quality, evidence-based cancer care to help our patients achieve “More
breakthroughs. More victories.” ® in their fight against cancer. Today, Texas Oncology treats half of all Texans diagnosed with cancer on an annual basis.

The US Oncology Network is one of the nation’s largest networks of community-based oncology physicians dedicated to advancing cancer care in America. The US Oncology Network is supported by McKesson Corporation, focused on empowering a vibrant and sustainable community patient care delivery system to advance the science, technology, and quality of care.

Working Conditions: Environment (Office, etc.) - Traditional office environment The work environment characteristics described here are representative of those employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Exposure to communicable diseases, toxic substances, ionizing radiation, medical preparations and other conditions common to an oncology/hematology clinic environment.

Physical Requirements (Lifting, standing, etc.) - Large percent of time performing computer-based work is required. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Requires full range of body motion including handling and lifting patients, manual and finger dexterity, and eye-hand coordination. Requires standing and walking for extensive periods of time. Occasionally lifts and carries items weighing up to 40 lbs. Requires corrected vision and hearing to normal range. (This description is general in nature and is not intended to be an exhaustive list of all responsibilities. Other duties may be assigned as needed to meet company goals.)

Team Leadership & Performance Management

• Lead, coach, and develop a team of Talent Acquisition professionals, setting clear expectations for quality, consistency, and stakeholder engagement.
• Drive accountability through performance management, regular coaching, and outcome-based metrics (e.g., quality of hire, time to fill, candidate experience).
• Address performance gaps proactively and uphold high standards of execution across the team.
• Model consultative, strategic recruiting behaviors and elevate capability across the function.

Executive-Level Requisition Ownership

• Personally lead and manage executive and senior-level searches supporting the Executive Leadership Team and other business-critical roles.
• Serve as a trusted talent advisor to executive leaders, providing guidance on search strategy, market insights, candidate assessment, and selection decisions (while partnering closely with HRBPs on broader talent and organizational considerations).
• Lead confidential, complex searches aligned with organizational strategy and leadership capability need.
• Ensure executive hiring processes reflect a high standard of professionalism, rigor, discretion, and an exceptional candidate experience.

Operational Excellence

• Drive consistent application of talent acquisition processes, tools, and standards across the organization while allowing for flexibility based on business needs.
• Define and implement standardized talent acquisition reporting and analytics, ensuring consistent tracking of key performance indicators across the function.
• Provide data-driven insights and executive-level reporting to HR and business leadership, enabling informed decision-making, proactive workforce planning, and continuous improvement.
• Standardize intake conversation and hiring strategy discussions to create a predictable, high‑quality experience for leaders and candidates
• Monitor requisition volume workflows and team capacity to support sustainable execution.
• Partner closely with HR Business Partners, Compensation, and other stakeholders to ensure alignment with governance, decision frameworks, and enterprise standards.

Strategic Talent Advisory & Continuous Improvement

• Act as a senior talent partner to business and executive leaders, aligning recruiting priorities with organizational strategy and workforce needs.
• Translate business objectives into talent acquisition priorities, including proactive pipeline development for critical roles.
• Leverage recruiting metrics and insights to evaluate performance, identify trends, and guide decisionmaking.
• Identify and lead improvements to processes, tools, and operating models to enhance scalability, efficiency, and business impact.
• Stay current on labor market trends and leading practices in talent acquisition