Director of Talent Acquisition and Workforce Strategy

Overview The Director of Talent Acquisition and Workforce Strategy is responsible for developing and executing an enterprise-wide talent acquisition and workforce strategy that ensures FirstHealth has the people, capabilities, and talent pipelines necessary to achieve its strategic and operational objectives. This leader serves as a strategic partner to executive leadership and operational leaders, connecting workforce needs to business strategy, labor market dynamics, talent availability, and organizational priorities.

The Director leads the full talent acquisition function while also establishing a forward-looking approach to workforce planning, talent forecasting, recruitment strategy, talent pipelines, and workforce analytics. The position will play a critical role in strengthening FirstHealth's ability to attract, recruit, and retain high-quality talent while reducing reliance on contract labor, improving workforce productivity, and building sustainable talent pipelines for critical and hard-to-fill positions.

Responsibilities Talent Acquisition Strategy Develop and execute an enterprise talent acquisition strategy aligned with FirstHealth's strategic plan and workforce priorities. Lead the development of proactive recruitment strategies for clinical, operational, technical, leadership, and other critical positions. Establish talent pipelines for high-volume, high-demand, and hard-to-fill positions. Develop innovative sourcing strategies utilizing direct sourcing, digital recruitment, talent communities, employee referrals, professional organizations, academic partnerships, and other channels.

Continuously evaluate recruitment effectiveness, cost, speed, quality, and candidate experience. Establish recruitment standards, processes, metrics, and service expectations across the organization. Partner with leaders to improve position design, job requirements, recruiting profiles, and selection practices. Workforce Strategy and Planning Lead the development of an enterprise workforce planning process that aligns projected workforce needs with FirstHealth's strategic and operational plans.

Analyze current and future workforce requirements based on volume, service-line growth, turnover, retirements, skills, productivity, and labor market conditions. Identify workforce gaps and develop strategies to address current and future talent needs. Partner with Finance, HR Business Partners, operational leaders, and other stakeholders to develop workforce forecasts and staffing plans. Develop strategies to address critical talent shortages and emerging workforce challenges.

Evaluate opportunities to build, buy, borrow, automate, redesign, or redeploy talent to meet organizational needs. Develop long-term talent pipeline strategies in partnership with schools, colleges, universities, residency programs, professional associations, and community organizations. Contract Labor and Workforce Optimization Partner with executive and operational leaders to reduce dependence on contract labor and develop sustainable internal talent pipelines.

Develop recruitment and conversion strategies for contract, temporary, agency, and other contingent workers. Analyze contract labor trends and identify opportunities for permanent workforce conversion. Establish metrics and accountability for reducing contract labor utilization while maintaining safe and effective staffing. Partner with leaders to identify alternative workforce models, including internal float pools, flexible staffing, career pathways, cross-training, and other workforce solutions.

Talent Acquisition Operations Lead and develop the Talent Acquisition team, establishing clear expectations, performance standards, goals, and accountability. Oversee recruitment workflows from requisition approval through onboarding. Ensure recruiting practices are efficient, compliant, equitable, and consistent. Evaluate and optimize applicant tracking systems, recruitment technology, sourcing tools, assessment pr