Strategic Talent Acquisition Leader

Herzing University; Little Rock (AR); On-site; USD 127,000 - 150,000; Full time

Benefits offered by this job

Tuition waiver

Tuition reimbursement

Health insurance

Paid time off

Retirement savings plan

Job summary

Herzing University seeks a Director of Talent Acquisition to lead TA strategy and operations across faculty and staff, including clinical adjunct staffing. Travel to campuses and events is required, with a focus on building robust pipelines and optimizing processes.

The role oversees TA strategy, KPI management, vendor relations, and internal processes, ensuring alignment with university goals and a strong employer brand across campuses.

Qualifications

• 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.

Responsibilities

• 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.
• Own clinical adjunct faculty (CAF) workforce planning by term, campus, and market, turning student clinical rotation needs into recruiting plans well ahead of each term start.
• Maintain visibility into faculty inventory and coverage by specialty and market; identify gaps early and upscale rotations at risk of being unstaffed.
• Partner with Faculty Clinical Coordinators, 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, and alumni.
• Ensure clinical faculty candidates meet state Board of Nursing and accreditation qualification requirements.
• Manage the post-offer process for clinical faculty 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.
• 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.
• Oversee 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.
• 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.
• 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 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.

Skills

Talent acquisition leadership

Strategic planning

KPIs & analytics

Stakeholder management

Budget ownership

Recruiting market trends

UKG experience

Team building

Tools

UKG

Job description

Herzing University seeks a Director of Talent Acquisition to lead TA strategy and operations across faculty and staff, including clinical adjunct staffing. Travel to campuses and events is required, with a focus on building robust pipelines and optimizing processes.

The role oversees TA strategy, KPI management, vendor relations, and internal processes, ensuring alignment with university goals and a strong employer brand across campuses.