Director of Talent Acquisition

VieMed Healthcare; Lafayette (LA); On-site; USD 120,000 - 190,000; Full time

Job summary

VieMed Healthcare is seeking a Director of Talent Acquisition to lead enterprise recruiting efforts, align with growth objectives, and scale the TA function across functions and markets.

The role focuses on strategy, leadership, analytics, and process optimization to deliver high-quality hires for critical roles, including revenue-driving positions.

Qualifications

• Progressive recruitment leadership experience directing recruiters and sourcers.
• Proven success filling senior and revenue-generating roles.
• Ability to translate growth plans into recruiting priorities and headcount.
• Strong metrics, dashboards, and workforce planning knowledge.
• Experience with recruiting technology and process optimization.

Responsibilities

• Develop and execute enterprise talent acquisition strategy aligned with growth and business goals.
• Lead, coach, and develop TA team with clear performance expectations and development plans.
• Own direct recruiting for strategic, high-impact positions, including sales roles.
• Create scalable recruiting model balancing production, specialization, and leadership.
• Forecast hiring needs with executives and department heads; build talent pipelines.
• Track recruiting performance metrics and provide executive insights.
• Standardize processes, interview workflows, and candidate communications.
• Oversee ATS strategy, data accuracy, and scalable recruitment workflows.
• Develop proactive sourcing in growth markets through partnerships and outreach.
• Evaluate capacity and plan future headcount and department structure.
• Build succession plans so team members grow into leadership roles.
• Advise leadership on talent availability, market conditions, and hiring risk.
• All other duties as assigned.

Skills

Leadership

Strategic recruiting

Data analytics

Stakeholder management

High-volume recruiting

Education

Bachelor's degree in HR/Business

Tools

ATS experience

Recruiting analytics tools

Job description

• Develop and execute an enterprise talent acquisition strategy aligned with organizational growth, workforce needs, and business objectives.
• Lead, coach, and develop the Talent Acquisition team, including recruiters, sourcers, and future recruiting leadership, with clear performance expectations and development plans.
• Maintain direct recruiting ownership for strategic, high-impact, and revenue-generating positions, including key sales roles, while scaling team capacity to absorb increasing requisition ownership over time.
• Establish a scalable recruiting model that appropriately balances individual production, team production, specialization, and leadership responsibilities as the department grows.
• Partner with executive leaders, operational leaders, Training & Culture, and department heads to forecast hiring needs, prioritize critical roles, and proactively develop talent pipelines.
• Own recruiting performance across the department, including time to fill, pipeline health, recruiter activity, source effectiveness, aging requisitions, candidate conversion, quality indicators, and hiring outcomes.
• Develop dashboards, reporting standards, and executive-level recruiting insights that provide visibility into open roles, hiring risk, recruiting capacity, and workforce trends.
• Create and continuously improve standardized recruiting processes, interview workflows, intake practices, candidate communications, selection tools, and hiring manager resources.
• Oversee applicant tracking system strategy and recruiting technology utilization, ensuring accurate data, effective workflows, user adoption, and scalable processes.
• Develop proactive sourcing strategies for difficult-to-fill and high-growth markets through school partnerships, referral programs, market mapping, professional networks, and targeted outreach.
• Evaluate recruiting team capacity and organizational hiring demand to recommend future headcount, recruiter specialization, territory alignment, and department structure.
• Build succession and development plans within Talent Acquisition so team members can grow into expanded recruiter, lead, manager, or other leadership responsibilities.
• Serve as a strategic advisor to leadership on talent availability, compensation competitiveness, market conditions, hiring risk, and recruiting feasibility for new or expanding markets.
• All other duties as assigned.
  

Essential Duties and Responsibilities:

• Develop and execute an enterprise talent acquisition strategy aligned with organizational growth, workforce needs, and business objectives.
• Lead, coach, and develop the Talent Acquisition team, including recruiters, sourcers, and future recruiting leadership, with clear performance expectations and development plans.
• Maintain direct recruiting ownership for strategic, high-impact, and revenue-generating positions, including key sales roles, while scaling team capacity to absorb increasing requisition ownership over time.
• Establish a scalable recruiting model that appropriately balances individual production, team production, specialization, and leadership responsibilities as the department grows.
• Partner with executive leaders, operational leaders, Training & Culture, and department heads to forecast hiring needs, prioritize critical roles, and proactively develop talent pipelines.
• Own recruiting performance across the department, including time to fill, pipeline health, recruiter activity, source effectiveness, aging requisitions, candidate conversion, quality indicators, and hiring outcomes.
• Develop dashboards, reporting standards, and executive-level recruiting insights that provide visibility into open roles, hiring risk, recruiting capacity, and workforce trends.
• Create and continuously improve standardized recruiting processes, interview workflows, intake practices, candidate communications, selection tools, and hiring manager resources.
• Oversee applicant tracking system strategy and recruiting technology utilization, ensuring accurate data, effective workflows, user adoption, and scalable processes.
• Develop proactive sourcing strategies for difficult-to-fill and high-growth markets through school partnerships, referral programs, market mapping, professional networks, and targeted outreach.
• Evaluate recruiting team capacity and organizational hiring demand to recommend future headcount, recruiter specialization, territory alignment, and department structure.Build succession and development plans within Talent Acquisition so team members can grow into expanded recruiter, lead, manager, or other leadership responsibilities.
• Serve as a strategic advisor to leadership on talent availability, compensation competitiveness, market conditions, hiring risk, and recruiting feasibility for new or expanding markets.
• All other duties as assigned.
  

Minimum Qualifications:

• Progressive experience in recruitment or talent acquisition, with demonstrated experience leading recruiters, sourcers, or recruiting initiatives.
• Demonstrated success managing full-cycle recruitment for high-volume, difficult-to-fill, leadership, or revenue-generating positions.
• Strong leadership and team-development skills with the ability to build accountability, delegate effectively, and grow team capability as the function expands.
• Data-driven mindset with strong knowledge of recruiting metrics, KPIs, dashboards, workforce planning, and performance reporting.
• Experience with applicant tracking systems, recruiting technology, sourcing platforms, and process optimization.
• Strong business acumen with the ability to translate organizational growth plans into recruiting strategy and staffing priorities.
• Excellent interpersonal, communication, presentation, and executive-partnership skills.
  

Role Growth and Performance Scope:

The Director of Talent Acquisition is expected to evolve with the growth of the function. While the role will continue to personally support strategic and high-impact recruiting needs, success will increasingly be measured by team performance, productivity, development, and hiring outcomes. As recruiting capacity grows, individual requisition ownership should progressively shift to the team, allowing the Director to expand focus on leadership, strategy, workforce planning, analytics, and organizational growth.