With a focus on our Core Values of We build trust, We move forward, and We lead with Care, the Talent Acquisition Manager leads TotalMed's talent acquisition function and owns the strategy that attracts, selects, and onboards top-tier talent across a fast-growing, multi-state organization. This role leads and develops the recruiting team, serves as a strategic talent advisor to senior business leaders, and turns workforce plans into hiring plans. You will own the recruitment budget, technology, vendor relationships, and metrics, while ensuring a consistent, high-touch candidate experience and full compliance across all operating states.

Key Responsibilities

Talent Acquisition Strategy: Build and execute an enterprise talent acquisition strategy aligned to business growth plans, partnering with the VP of Human Resources and senior leaders on annual and quarterly workforce planning across a multi-state footprint.
Team Leadership & Development: Lead, coach, and develop the talent acquisition team. Set goals, manage requisition load and priorities, conduct performance reviews, and build a high-performing, accountable recruiting culture.
Executive & Hiring Manager Partnership: Serve as the trusted talent advisor to executive and business leaders. Set hiring standards, guide intake and interview practices, and personally lead search for senior, executive, and hard-to-fill roles.
Employer Branding & Recruitment Marketing: Own the employer brand and recruitment marketing strategy in partnership with Marketing, across LinkedIn, Indeed, social media, and campus and community channels, to strengthen our "Employer of Choice" position.
DEI Strategy: Set and drive diversity sourcing goals, build partnerships with specialized networks and organizations, and ensure inclusive, structured selection practices across all hiring.
Recruitment Technology & Process: Partner with the HRIS Manager to own the UKG recruiting module and related tools. Audit, standardize, and automate workflows to improve efficiency, consistency, and candidate experience.
Metrics & Reporting: Define and own talent acquisition KPIs (time-to-fill, cost-per-hire, quality of hire, offer acceptance, source effectiveness, candidate and hiring manager satisfaction). Build dashboards and present insights and recommendations to leadership.
Budget & Vendor Management: Develop and manage the talent acquisition budget, including job advertising, tools, events, and agency spend. Select, negotiate with, and manage external recruiting agencies and vendors.
Offer & Compensation Strategy: Partner with HR and Compensation on market data, offer guidelines, and approvals to ensure competitive, equitable, and consistent offers.
Referral & Internal Mobility Programs: Own the Employee Referral Program and internal mobility process, turning employees into active brand advocates and growing internal talent.
Onboarding Handoff: Ensure a seamless transition from offer to onboarding in partnership with HR and hiring managers.
Compliance & Governance: Ensure recruitment practices comply with Federal, State, and local employment laws in all operating states, including pay transparency, fair chance hiring, EEO/affirmative action recordkeeping, and data privacy. Set and enforce team policies and audit compliance.
Uphold our Core Values
We Build Trust – We do what we say; We act with integrity and accountability; We earn confidence through transparency and results
We Move Forward – We embrace innovation and continuous improvement; We challenge the status quo; We adapt and grow to meet the needs of tomorrow
We Lead with Care – We put people first; We build meaningful relationships; We improve lives through empathy, respect, and service.
Other duties as assigned

Supervisory Responsibilities

Directly supervises the Talent Acquisition team, including Talent Acquisition Specialists and Recruiting Coordinators.
Responsible for hiring, training, coaching, performance management, and development of direct reports.
Assigns and balances requisition workload and sets team goals and service standards.

Required Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent blend of education and practical experience.
Minimum 5 years of full-cycle corporate or agency recruitment experience, including at least 2 years leading or supervising recruiters.
Proven success building talent acquisition strategy and hiring at scale in a fast-growing, multi-state organization.
Experience managing a recruitment budget and external agency or vendor relationships.
Strong working knowledge of Federal, State, and local employment laws affecting hiring, including pay transparency and fair chance hiring.
Ability to use recruiting data and KPIs to drive decisions and present clear recommendations to senior leaders.
Excellent interpersonal, written, and oral communication skills, with the presence to influence executives.
Strong organizational skills, sound judgment, attention to detail, and follow-through in a fast-paced environment.
Proficient skills in Microsoft Office Suite (MS Outlook/Calendar, Word, Excel, PowerPoint).

Preferred Qualifications

Experience: 7+ years of talent acquisition experience, including leadership in healthcare staffing or another high-volume environment.
Systems: Advanced proficiency with modern Applicant Tracking Systems (ATS); direct experience administering UKG is highly preferred.
Certifications: SHRM-CP/SCP, PHR/SPHR, or a talent acquisition certification (e.g., AIRS, Talent Acquisition Strategist).
Specialized Expertise: Experience with executive search, employer branding programs, and DEI sourcing strategies.

Compensation and Benefits

$90,000-100,000 per year depending on experience, plus a variable bonus plan

Benefits (Start Day 1!)

Medical, Dental, Vision, Life, and Long-Term Disability
Short-Term Disability, Accident, Critical Illness
Legal Assistance, Identity Protection, Pet Coverage
Retirement Plan with Employer Match
Generous vacation plan + 8.5 paid holidays

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