About Us

Cooper Norcross Health, formerly Cooper University Health Care, is a leading academic health system affiliated with Cooper Medical School of Rowan University. Headquartered in Camden, New Jersey, Cooper Norcross Health has revenues of more than $3 billion and an A+ credit rating from both S&P and Fitch Ratings.

Cooper Norcross Health has nearly 14,000 team members, including more than 2,200 nurses, more than 1,200 employed physicians representing 95 specialties and subspecialties, and more than 700 advanced practice providers.

The health system operates MD Anderson Cancer Center at Cooper as well as four hospitals – its 663-bed flagship Cooper Norcross University Hospital in Camden, its 229-bed Cooper Norcross University Hospital Cape Regional in Cape May Court House, Children’s Hospital at Cooper Norcross Health in Camden, and The Recovery Village Cherry Hill at Cooper, a substance abuse rehabilitation and inpatient treatment facility, in partnership with Advanced Recovery Systems.

Cooper Norcross University Hospital in Camden is the only Level 1 Trauma Center in South Jersey and the busiest in the region. The hospital has been recognized as a top-performing regional hospital by U.S. News & World Report’s Best Hospitals annual survey for eight years.

More than 2.54 million patients visit Cooper Norcross Health facilities annually. Its ambulatory network encompasses three outpatient surgery centers, seven urgent care centers, a wound care center, and more than 130 physician, physical therapy, and radiology offices extending from the Delaware River to the New Jersey shore.

Cooper Norcross Health, a not-for-profit health system, was named one of America’s Best Large Employers for 2026 by Forbes, ranking among the top 200 in the nation. Visit CooperHealth.org(opens in new window) to learn more.

Short Description

Senior Director of Talent Acquisition

The Senior Director of Talent Acquisition leads the organization's recruitment strategy, manages the talent acquisition team, and ensures that hiring practices align with enterprise goals. The role leads with strategic thinking and an innovation-forward mindset, shaping workforce strategies that meet the current and future needs of CNH.

The Senior Director relies on data-driven decision-making and talent intelligence to optimize hiring outcomes while building and developing high-performing teams. The role also partners with the Vice President Talent Acquisition in the executive, Physician and Advance Practice Provider (APP) search process for CNH, staying personally engaged in critical and sensitive leadership searches and using independent judgment and discretion in matters of significance. With strong executive presence, the Senior Director partners with senior leaders to drive continuous improvement and positions Talent Acquisition as a trusted advisor and growth enabler for the organization.

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Overview

Key Responsibilities

Strategy and Workforce Planning

The Senior Director develops and executes comprehensive talent acquisition strategies aligned with CNH's business objectives, including workforce planning, talent forecasting, and succession planning. This includes shaping hiring policies, implementing best practices, and ensuring a robust pipeline of skilled and diverse candidates, informed by external market intelligence and talent mapping that anticipate future needs.

Develop an enterprise-wide, full-cycle talent acquisition function focused on acquiring talent to meet the current and future needs of CNH.
Design and implement recruiting processes and policies aligned with the values, mission, and strategic plan of CNH.
Develop and implement a talent pipeline strategy that ensures CNH meets its future talent needs.
Identify and build on internal and external practices that are leading edge, scalable, culturally consistent, and forward-thinking.
Lead employment branding to attract top talent, position CNH and its leadership opportunities compellingly in the market and collaborate with senior executives to anticipate future hiring needs.

Executive Search, Physician Search and Leadership Pipelines

The Senior Director partners with the Vice President Talent Acquisition in the design and execution of executive search strategies, including senior and complex search assignments, and the Director of Physician and Clinical Talent Acquisition for Physician search strategies to support business objectives and build strong leadership pipelines.

Direct talent forecasting and succession planning to establish robust leadership pipelines, using market mapping and competitive insights to anticipate future executive talent needs.
Build proactive relationships with senior executives across industries and geographies to strengthen the leadership talent pool.
Assist in developing leadership profiles with senior executives to guide executive talent strategies and selection.
Build a Physician recruitment strategy to establish a robust Physician/APP pipeline.
Remain personally engaged in critical and sensitive executive searches, handling them with discretion.

Team Leadership and Development

The Senior Director leads, mentors, and develops a high-functioning team of recruitment professionals, which include leaders, leads, talent acquisition consultants and onboarders.

Conduct performance reviews, provide coaching, and foster a high-performing, collaborative team culture.
Coach and develop Executive Search Consultants, strengthening their capabilities in executive assessment, market intelligence, client management, and candidate engagement.
Oversee recruitment training programs for the team and for hiring leaders.
Guide hiring leaders on interviewing best practices, offer recommendations, and support the full recruitment cycle.

Recruitment Operations and Technology

The Senior Director oversees the end-to-end recruitment process, from job postings and candidate sourcing through interviewing, selection, and onboarding implementing the latest advancements in technology.

Ensure a positive candidate experience and implement innovative sourcing strategies.
Continuously improve recruitment processes to strengthen time-to-fill, cost-per-hire, and quality of hire.
Manage the Talent Acquisition System and executive, Physician and APP search processes, driving continuous process and tool improvements for recruitment efficiency.
Assess and implement applicant tracking systems, assessment tools, and other HR technologies to optimize efficiency.
Establish best practices for the use of talent acquisition technology and implement them across the enterprise.

Diversity, Equity, and Inclusion

Promoting diversity and inclusion within the workforce is a critical responsibility of the role.

Develop programs and strategies to attract a diverse talent pool that encourage the formation of inclusive teams across the organization.
Lead outreach and sourcing strategies that build a diverse and qualified talent pool at every level, including leadership.
Partner with other departments to integrate belonging initiatives into recruitment practices.

Collaboration and Stakeholder Engagement

The Senior Director works closely with HR, department heads, and senior leadership to understand workforce needs, develop staffing plans, and align recruitment strategies with organizational goals, building trusted relationships with senior executives along the way.

Provide strategic direction on talent acquisition topics to leaders across the organization.
Partner with HR and department leaders to evaluate and enhance recruiting tools, processes, and the candidate experience.
Gather feedback from stakeholders to refine hiring processes and ensure alignment with business objectives.
Cultivate strategic relationships with external organizations to support recruitment and community engagement.
Use talent intelligence, market mapping, and competitive insights to inform leadership decisions.

Metrics, Analytics, and Continuous Improvement

The Senior Director develops metrics and tracking mechanisms to measure the results, impact, and cost-effectiveness of the talent acquisition team, and provides meaningful, actionable analysis to drive continuous improvement.

Develop recruitment performance metrics in collaboration with leadership to optimize staffing outcomes and executive, Physician and APP search effectiveness.
Design metrics to minimize days to fill and cost per hire while maximizing new hire retention.
Monitor and improve these metrics continuously to maintain a competitive and efficient recruitment function.

Compliance and Professional Judgment

Ensure that all recruitment and hiring practices comply with applicable laws, regulations, and CNH policies.
Consistently exercise independent judgment and discretion in matters of significance.

Experience Required

7-10 years demonstrated, successful recruitment with managerial responsibilities, experience in health care and physician practices preferred.
Strategic planning and managerial/supervisory skills.
Effective communication skills and superior writing ability.
Analytical and decision-making skills.
Superior public relations skills.
Strong, senior-level presentation skills, PC literate with knowledge of standard MS Office software.

Education Requirements

Bachelor’s degree in HR or related field, Masters degree preferred

Salary Min ($)

USD $72.00

Salary Max ($)

USD $120.00

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