Director, Talent Acquisition in Granger, Indiana at Beacon Health System

Do you have a passion for helping individuals find their ideal roles and build their careers? Are you wired to thrive in an environment ripe for change while leading a team and investing in their development? Do you appreciate working for an industry-leading organization that is committed to delivering outstanding care and connecting with heart to build a better, healthier community?

 There are limitless opportunities as our Director of Talent Acquisition! Come join me at Beacon to discover them for yourself!

Collaboration with, and under the direction of the Vice President of HR Operations & Transformation, is responsible for the strategic development and execution of talent acquisition functions across the system including sourcing, hiring, onboarding, recruitment process outsourcing (RPO) management, traveler reduction, talent acquisition technology transformation in collaboration with the Director, HR Technology & Analytics, and talent strategies aligned to Beacon’s most critical business, financial, and Great Workplace Strategy priorities.

Talent Acquisition

Responsible for leading the strategy, execution, performance, and continuous improvement of Beacon’s non-physician talent acquisition function. This role oversees permanent and contingent staffing, RPO management, insourcing and outsourcing strategy, traveler reduction, workforce planning, process improvement, talent acquisition technology transformation, AI enablement, dashboard adoption, and ERP implementation support. The Director is accountable for daily and weekly KPI management, operational discipline, functional accountability, leader partnership, and high-caliber execution aligned to Beacon’s business, financial, and Great Workplace Strategy priorities.

MISSION, VALUES and SERVICE GOALS

MISSION: We deliver outstanding care, inspire health, and connect with heart.

VALUES: Trust. Respect. Integrity. Compassion.

SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

ESSENTIAL FUNCTIONS

Leads the system-wide non-physician talent acquisition function and ensures recruiting strategies, priorities, service levels, and execution are aligned to Beacon’s business priorities, financial goals, workforce needs, Great Workplace Strategy, and mission, values, and service goals.

Directs daily and weekly performance management for Talent Acquisition, including review of KPIs, dashboards, recruiter productivity, requisition health, aging vacancies, time-to-fill, offer acceptance, candidate flow, leader responsiveness, RPO performance, and corrective action plans.

Leads RPO vendor management and governance, including budget adherence, service expectations, performance metrics, escalation pathways, contract adherence, regular business reviews, and execution of an RPO roadmap for the appropriate complement of insourced and outsourced talent acquisition capabilities.

Drives financial and workforce initiatives, including traveler reduction, conversion strategies, vacancy management, cost avoidance, productivity improvement, difficult-to-fill position strategies, and workforce planning in partnership with system leaders.

Leads talent acquisition process improvement by identifying workflow gaps, reducing variation, establishing standard work, improving cycle times, strengthening service delivery, and removing barriers that impact hiring performance and candidate experience.

Leads talent acquisition technology transformation by leveraging ATS capabilities, AI-enabled sourcing and workflow tools, dashboards, automation, and data-driven insights to improve recruiter productivity, leader visibility, candidate experience, and hiring outcomes.

Serves as the Talent Acquisition functional subject matter expert for ERP implementation, including recruiting workflows, data, reporting, integrations, user requirements, testing, change readiness, and leader adoption.

Leads, develops, coaches, and holds accountable Talent Acquisition team members and partners, including recruiters, coordinators, RPO partners, and supporting leaders, to meet agreed-upon expectations, deliverables, and service levels.

Ensures talent acquisition activities, policies, procedures, standard work, training, reporting, and leader-facing guidance comply with applicable legal, regulatory, system, and departmental standards.

Partners with Workforce Development, Marketing, HR Technology and Analytics, HR leadership, hiring leaders, and other internal and external stakeholders to support talent pipeline development, employment brand alignment, communication needs, training, and workforce strategies.

Maintains regular on-site presence as an essential function of the role to lead the Talent Acquisition function, round with leaders and teams, support operational needs, attend key meetings, resolve escalated service concerns, and build trusted partnerships across Beacon locations.

Performs other job-related duties and special projects as assigned in response to changing business, workforce, and operational needs.

Beacon Health Leader Competencies:

Drives Results - Consistently achieving results, even under tough circumstances.

Customer Focus - Building strong customer relationships and delivering customer-centric solutions.

Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.

Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.

Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

ORGANIZATIONAL RESPONSIBILITIES

Associate complies with the following organizational requirements:

Attends and participates in department meetings and is accountable for all information shared.

Completes mandatory education, annual competencies and department-specific education within established timeframes.

Completes annual employee health requirements within established timeframes.

Maintains license/certification, registration in good standing throughout fiscal year.

Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position/department.

Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.

Adheres to regulatory agency requirements, survey process and compliance.

Complies with established organization and department policies.

Available to work overtime in addition to working additional or other shifts and schedules when required.

Commitment to the Beacon Operating System (“BOS”)

Education and Experience

The knowledge, skills, and abilities normally acquired through completion of a Bachelor's Degree in Human Resources Management, Business, or a related field are required. Five to seven years of leadership experience at a management or senior administrative level with an emphasis on Talent Acquisition and/or relevant experience within a customer-centric business environment is preferred. Equivalent combinations of education, training, and experience may be considered.

Knowledge & Skills

Requires knowledge of talent acquisition strategy, high-volume recruiting operations, process improvement, RPO management, workforce planning, traveler reduction strategies, recruitment technology, AI-enabled recruiting tools, dashboards, analytics, and ERP-enabled talent acquisition workflows.

Requires the ability to use data, KPIs, dashboards, and operational routines to identify issues, make decisions, drive accountability, and improve recruiting

outcomes.

Requires strong leadership, coaching, communication, facilitation, presentation, analytical, and stakeholder management skills.

Requires the ability to lead teams, manage vendors, influence leaders, resolve escalated concerns, and work collaboratively across all levels of the organization.

Working Conditions

Works in an office environment with regular on-site presence required as an essential function of the role. Requires travel across Beacon locations and other settings as business needs require for leadership rounding, meetings, operational support, team engagement, and stakeholder partnership.

Physical Demands

Must be able to perform the essential functions of the position, with or without reasonable accommodation.