System Director Of Talent Acquisition

Job Requirements

Position Summary

The System Director of Talent Acquisition is responsible for executing Spartanburg Regional Healthcare System's talent acquisition strategy in alignment with organizational workforce priorities. This role provides strategic leadership for system-wide talent branding and targeted recruiting initiatives to position Spartanburg Regional Healthcare System as an employer of choice. The System Director oversees all aspects of the talent acquisition function, including sourcing, recruiting operations and recruitment data analytics to support an optimal workforce. This position requires collaboration across executive leadership, operational leaders, and workforce partners to proactively advance system workforce planning and long-term talent sustainability. This role reports directly to the Chief Human Resources Officer (CHRO).

Minimum Requirements

Education

• Bachelor's degree in Human Resources, Business Administration, or related field.

Experience

• 8 to 10 years of progressive human resources leadership experience, in a majority of the key functional areas of recruiting, talent management and retention.

License/Registration/Certifications

• N/A

Preferred Requirements

Preferred Education:

• Master's degree preferred.

Preferred Experience

• N/A

Preferred License/Registration/Certifications

• N/A

Qualifications

The candidate is a strategic leader with deep expertise in aligning talent acquisition strategies to the organizational workforce priorities. This individual demonstrates the ability to execute established workforce strategies that support clinical, operational, and growth objectives. This individual brings a strong analytical mindset and thrives in a dynamic, complex healthcare environment, using data and insights to drive scalable talent solutions.

Key Competencies

• Strategic thinking and communication skills to support leadership and influence organizational outcomes
• Implement workforce strategies that are aligned with organizational goals
• Data‑driven decision making and ability to implement strong TA processes across the system
• Executive presence and influence
• Strong change management and project management skills

Core Job Responsibilities

Strategic Leadership and Stakeholder engagement

• Develop and lead a system‑wide talent acquisition strategy aligned with the organization's clinical, operational, growth, and community health goals to differentiate SRHS from other organizations recruiting for the same talent market.
• Partner with both clinical and non-clinical senior leadership to proactively understand business needs, align and manage talent acquisition efforts to support short and long-term organizational objectives for onboarding high quality candidates.
• Serve as a strategic advisor to leaders on hiring trends, workforce risks, and competitive positioning in the healthcare labor market.
• Build and nurture partnerships with educational institutions and community organizations while collaborating with workforce pipeline efforts to create stronger professional pathways and a strong talent network.

Human Capital, Talent Marketing & Candidate Experience

• Project the market's human capital needs for the next 2 to 5 years and develop strategic and tactical plans to acquire the talent needed to accomplish the organization's mission and strategic objectives.
• Implement the pipeline management approach to acquiring talent, including identifying additional sourcing strategies to increase qualified candidates.
• Oversee recruitment material, digital presence, campus engagement, and community outreach efforts to continue strengthening the organization's career branding as the employer of choice.
• Ensure a consistent, inclusive, and high‑touch candidate experience that reflects organizational values and commitment to human‑centered care.

Recruitment Operations & Execution

• Oversee end‑to‑end recruitment operations to ensure the department balances speed, quality, compliance, and candidate experience, particularly for high‑volume clinical hiring.
• Establish and monitor recruitment performance metrics.
• Lead and continue the development of a high‑performing talent acquisition team focused on accountability, service excellence, and continuous improvement resulting in improved hiring efficiency through workflow redesign, automation, and technology optimization.