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The Director of Talent Acquisition leads the strategy, planning, and execution of all talent acquisition activities across faculty and staff, including the clinical adjunct faculty recruitment that supports student clinical placements. This role oversees the Talent Acquisition (TA) department, collaborates with key stakeholders, and ensures the recruitment process aligns with organizational goals and values. Travel required for campus visits, recruiting events, professional networking, and other university travel.

REQUIREMENTS

5-7 years of proven experience in talent acquisition leadership, preferably in a higher education or healthcare setting.
10-15 years of general talent acquisition experience.
Strong knowledge of recruiting market trends, technology enhancements, and best practices.
Demonstrated ability to develop and execute strategic plans, manage KPIs, and drive process improvements.
Experience building or scaling a TA function, including team structure, technology selection, and budget ownership.
UKG experience preferred.
Excellent communication, coaching, and stakeholder management skills.

COMPENSATION is determined based on the qualifications, experience, and circumstances of each hire. We offer a comprehensive benefits package, including a tuition waiver and reimbursement program, health insurance, paid time off, and a retirement savings plan. The salary range for this position is $127,060 to $149,550.

RESPONSIBILITIES

Talent Acquisition Strategy & Planning

Develop and implement strategic talent acquisition plans in collaboration with Human Resources leadership and other key stakeholders.
Champion best practices in recruitment and selection, including market analyses and candidate experience improvements.
Establish and monitor KPIs for the TA department; report on recruiting projects and progress.
Collaborate with marketing/communications to promote the employer brand and employee value proposition
Anticipate future recruiting needs and trends; adapt strategies accordingly.
Ensure accurate strategies are in place to develop robust pipelines of qualified candidates to meet current and future hiring needs.

Clinical Faculty Recruitment & Workforce Planning

Own clinical adjunct faculty (CAF) workforce planning by term, campus, and market, turning student clinical rotation needs (location, specialty, rotation hours) into recruiting plans well ahead of each term start.
Maintain current visibility into faculty inventory and coverage by specialty and market; identify gaps early and escalate rotations at risk of going unstaffed.
Partner with Faculty Clinical Coordinators (FCCs), nursing program leadership, and campus leadership on clinical faculty needs, interviews, and assignments.
Build and maintain CAF pipelines through evergreen postings, preceptor lists, clinical partner networks, professional associations, alumni, and military-connected outreach.
Ensure clinical faculty candidates meet state Board of Nursing and accreditation qualification requirements.
Manage the post-offer process for clinical faculty (transcripts, Request for Faculty Appointment, waivers) to shorten time from offer to start.
Support new market and program launches with clinical faculty market research and staffing plans.
Report on CAF KPIs, including faculty inventory growth by term, rotation coverage, and time from offer to start.

Department Leadership & Talent Management

Define department roles, expectations, and competencies.
Coach, mentor, and develop TA staff; conduct performance reviews and one-on-one meetings.
Design department structure and headcount as the team grows, hire TA staff, and lead through team leads where in place; oversee intern programs.
Onboard and train new TA team members through a consistent TA training program.
Lead weekly TA meetings and ensure effective communication across the team.

Recruitment Operations

Oversee the development and continuous improvement of internal hiring processes and candidate experience.
Leverage external recruiting agencies and contract recruiters; negotiate and manage vendor contracts.
Ensure compliance with selection regulations and organizational policies, including oversight of pre-employment assessments and how they are used in hiring decisions.
Track and report candidate and hiring manager satisfaction metrics.
Own the applicant tracking system within the HRIS; evaluate and implement recruiting technology, automation, and AI tools.
Manage the TA budget, including job boards, LinkedIn, advertising, and agency spend, and report on return on that spend.
Oversee onboarding and pre-employment compliance in partnership with HR Services.
Lead senior and executive searches directly as needed.

Stakeholder Collaboration

Work closely with hiring managers to understand and address ongoing recruitment needs.
Partner with Regional Vice Presidents, campus leadership, academic and nursing leadership, and Admissions and Financial Aid leadership on workforce plans and hiring priorities.
Attend HR leadership and operations meetings; participate in quarterly HR strategy sessions.
Coordinate candidate sharing across departments and proactively nurture hiring manager relationships.
Engage in community outreach and professional association networks to expand recruiting efforts.
Train hiring managers on recruiting, interviewing, and selection practices.
All other duties as assigned.

Click Here (https://www.youtube.com/watch?time_continue=3&v=DPDCRvjmzHM&embeds_referring_euri=https%3A%2F%2Fwww.linkedin.com%2F) or use the following link to learn more about careers at Herzing University: https://tinyurl.com/HerzingU

PHYSICAL REQUIREMENTS

Must be able to remain in a stationary position most of the time.
Must be able to occasionally move around the work location.
Travel required approximately 10-20%, including campus visits, recruiting events, professional networking, and other university travel.
Constantly operates office and/or tech equipment which may include computers, copiers, fax machines, audio/visuals.
Frequently uses voice and hearing to communicate with students, staff or colleagues face-to-face or over the telephone.
Visually or otherwise identify, observe and assess.
Occasionally move, carry, or lift 10 pounds.

Applicants must be authorized to work for any employer in the U.S. We do not sponsor or take over sponsorship of an employment Visa at this time.

Herzing University is committed to providing a diverse environment and is dedicated to fostering a culture and atmosphere of mutual respect. It provides an inclusive and collegial community where individuals are valued, heard and empowered to contribute to the effectiveness of the institution.

It is the university’s practice to recruit and hire without discrimination because of skin color, gender, religion, LGBTQi2+ status, disability status, age, national origin, veteran status, or any other status protected by law. https://www.herzing.edu/nondiscrimination-policy (https://www.herzing.edu/nondiscrimination-policy)

Herzing University prohibits sex-based discrimination in any education program or activity that it operates. Individuals may report concerns or questions to the Title IX Coordinator. The notice of nondiscrimination is located at https://www.herzing.edu/title-ix (https://www.herzing.edu/title-ix).

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.

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