Sr Director, Talent Attraction (Remote)

American Cancer Society; Philadelphia (Philadelphia County); Remote; USD 170,000 - 180,000; Full time

Benefits offered by this job

Paid time off

Medical, dental, retirement benefits

Wellness programs

Professional development opportunities

Job summary

The American Cancer Society is seeking a Sr. Director of Talent Attraction to set vision and lead enterprise-wide recruiting strategy, ensuring equitable, candidate-centric practices across geographies and roles.

You will build a data-driven talent function, partner with senior leaders on workforce planning, and drive sourcing, branding, and candidate experience.

The role requires 12+ years in HR and substantial leadership, with starting pay range $170,000–$180,000 and comprehensive benefits.

Qualifications

• Bachelor’s degree in HR or related field.
• 12+ years in HR/Talent Attraction with 7+ years in management.
• Experience with Workday HRIS/ATS preferred.

Responsibilities

• Own and drive an integrated talent attraction strategy aligned to business priorities and workforce planning.
• Lead scalable, high‑impact recruiting and sourcing strategies across geographies, levels and talent segments.
• Serve as a strategic advisor to senior leaders, aligning hiring priorities and decisions.
• Build, lead and develop a high‑performing Talent Attraction team with inclusive recruiting.

Skills

Strategic talent attraction

Workforce planning

Executive stakeholder management

Team leadership

DEI & inclusion

Candidate experience optimization

Education

Bachelor's degree in HR or related field

Tools

Workday

HRIS

Job description

At the American Cancer Society, we're working to end cancer as we know it, for everyone. Our employees and 1.3 million volunteers are raising the bar every single day. We are a culture comprised of diverse backgrounds and experience, to better serve our communities.
The people who work at the American Cancer Society focus their diverse talents on our lifesaving mission. It is a calling. And the people who answer it are fulfilled.

The Sr. Director of Talent Attraction sets the vision and leads the execution of an enterprise-wide talent attraction strategy that enables the organization to meet current hiring demands and build a workforce for the future. This role is accountable for delivering high-quality, high-volume hiring across multiple geographies and job families, overseeing a team responsible for filling approximately 1,000–1,500 Division Operating Model roles annually, in addition to Corporate Center needs. Serving as a strategic partner to senior business and HR leaders, this leader shapes workforce planning, influences hiring decisions, and ensures recruitment practices are equitable, consistent, and candidate-centric. Success is defined by the ability to build and scale a data-driven, inclusive, and operationally excellent talent acquisition function that strengthens the employer brand, reflects the communities served, and drives long-term business performance.

ESSENTIAL FUNCTIONS

• Strategic Talent Attraction & Workforce Planning: Own and drive an integrated talent attraction strategy aligned to business priorities, workforce planning, and future capability needs. (25%)
• Hiring Delivery & Sourcing Strategy: Lead scalable, high-impact recruiting and sourcing strategies that deliver against hiring goals across geographies, levels, and talent segments. (25%)
• Executive Stakeholder Partnership: Serve as a strategic advisor to senior leaders, aligning hiring priorities, role design, and selection decisions to drive business outcomes. (15%)
• Team Leadership & Capability Building: Build, lead, and develop a high-performing Talent Attraction team with strong capabilities in modern, inclusive, and consultative recruiting. (15%)
• Employer Brand & Candidate Experience: Shape and elevate the organization’s employer brand and ensure a consistent, compelling, and inclusive candidate experience end-to-end. (10%)
• Operations, Analytics & Innovation: Own recruiting operations, performance metrics, and technology enablement to drive efficiency, accountability, and continuous improvement. (10%)

EXPERIENCE/QUALIFICATIONS

• Minimum Degree Required: Bachelor's Degree in a related field ie HR
• Years of experience: 12+ years in HR/Talent Attraction, 7+ years in management
• Strong knowledge and understanding of workday as an applicant tracking system and HRIS platform is preferred.

KNOWLEDGE, SKILLS, AND ABILITY

• Advanced knowledge of sourcing strategies, candidate assessment tools, and recruitment technologies to drive scalable, high impact hiring outcomes.
• Proven ability to lead, coach, and inspire high-performing teams while managing cross-functional relationships and influencing stakeholders at all levels.
• Skilled in optimizing recruitment workflows, leveraging data and metrics for continuous improvement, and implementing innovative, scalable solutions.
• Demonstrated ability to embed diversity, equity, and inclusion throughout the talent attraction lifecycle to build a representative and equitable workforce.
• Strong business acumen and strategic thinking, with the ability to connect talent strategies to business outcomes and workforce planning needs.
• Experience using external talent market insights and competitive intelligence to inform hiring strategies and employer positioning.
• Exceptional verbal and written communication skills with the ability to build trust and tailor messaging to diverse audiences.
• Ability to navigate complex structures with sound judgment, confidentiality, and adaptability in dynamic environments.

TRAVEL REQUIREMENTS

• Ability to travel, when necessary, limited to external meetings and conferences.

PHYSICAL REQUIREMENTS

• Work is normally performed in a typical interior/office work environment.
• No or very limited physical effort is required.
• No or very limited exposure to physical risk.

The starting rate is $170,000 to $180,000. The final candidate's relevant experience/skills will be considered before an offer is extended. Actual starting pay will vary based on non-discriminatory factors including, but not limited to, geographic location, experience, skills, specialty, and education.

ACS provides staff a generous paid time off policy; medical, dental, retirement benefits, wellness programs, and professional development programs to enhance staff skills. Further details on our benefits can be found on our careers site at: jobs.cancer.org/benefits. We are a proud equal opportunity employer.