Vice President Talent Management

Avardis Health Management; Atlanta (GA); Hybrid; USD 180,000 - 260,000; Full time

Job summary

Avardis Health Management is seeking a Vice President of Talent Acquisition to lead recruitment for a growing multi-site long‑term care organization. This role shapes strategy, builds a high‑performing team, and delivers measurable staffing outcomes for nurses, clinicians, and operations.

You will partner with CAO & SVP HR and operational leadership to forecast staffing needs, optimize recruiting technology, and strengthen the employer brand while maintaining compliance and data-driven decision

Qualifications

• 10+ years of progressive talent acquisition experience including senior leadership.
• Experience recruiting at scale in long-term care, senior living, healthcare, or similar high-volume environment.
• Strong knowledge of recruiting operations, workforce planning, employer branding, and ATS usage.
• Ability to lead with urgency, hold teams accountable, and partner with executives and clinical leaders.
• SHRM-SCP, SPHR, AIRS or similar certification preferred.

Responsibilities

• Lead Talent Acquisition Strategy – develop and execute a company-wide recruitment strategy aligned with growth and workforce needs.
• Drive Recruitment Performance – establish expectations, cadences, dashboards, and accountability for hiring velocity and quality of hire.
• Lead and Develop the Team – coach recruiters and sourcing staff to deliver results.
• Partner with Operations – forecast staffing needs and address high-risk vacancies and new center openings.
• Build Strong Talent Pipelines – expand referrals, partnerships, and targeted outreach.
• Improve the Candidate Experience – ensure timely communication and efficient onboarding.
• Optimize Recruiting Technology and Data – enhance ATS use, tools, reporting, and market intelligence.
• Manage Recruitment Investment – oversee vendors and budget, reduce unnecessary agency dependence.
• Strengthen Employer Brand – communicate mission, culture, career opportunities, and impact.
• Ensure Compliance – maintain fair recruiting practices and background screening.

Skills

Talent acquisition leadership

Leadership

Data-driven management

Strong communication

Education

Bachelor's degree in HR / Business / Healthcare Administration

Master's degree preferred

Tools

Applicant Tracking System (ATS)

Recruiting tools

Market intelligence

Job description

Location

Atlanta, GA or Hybrid Job Type: Full Time Travel Requirement: 30%

About Avardis and Who We Are: OUR VISIONWe strive to be the leading provider of compassionate, comprehensive care that supports the physical, mental, and emotional well‑being of patients, while also promoting respect and autonomy. Our goal is to create an environment where patients thrive, not just survive - where every aspect of their well‑being is nurtured, from health and safety to social connections and quality of life.

Innovative Solutions for Better Health As part of our commitment to excellence, Avardis leverages the latest in healthcare technology to provide better outcomes for older adults. From telemedicine services and remote health monitoring to advanced diagnostic tools and customized wellness programs, we use innovation to make patient care accessible, efficient, and effective.

We also embrace new treatments, therapies, and approaches that can improve quality of life, whether it's through pain management, physical rehabilitation, or mental health support. By staying at the forefront of healthcare trends and continuously evolving our services, we ensure that patients receive the best possible care.

About the Role

Are you the kind of talent acquisition leader who sees a staffing challenge and immediately starts building the solution? We are looking for a driven, high‑impact Vice President of Talent Acquisition to lead recruitment for a growing long‑term care organization. This is an opportunity to build a best‑in‑class talent acquisition function, lead a strong team, and directly influence the workforce that delivers exceptional care to residents every day. You will not be stepping into a role focused only on filling requisitions.

You will shape how we attract, engage, and hire the nurses, clinicians, and operational leaders who make our centers successful. You will partner with the Chief Administrative Officer & SVP of Human Resources and operational leadership, the ability to create meaningful change, and the responsibility to deliver measurable results. The ideal leader thrives in a fast‑paced environment, leads with urgency, holds teams accountable, and knows how to turn data, strategy, and strong partnerships into improved staffing outcomes.

If you are energized by building teams, solving workforce challenges, and making a visible impact across a multi‑site organization, we want to hear from you. Major Responsibilities: Lead Talent Acquisition Strategy – Develop and execute a company‑wide recruitment strategy aligned with growth plans, staffing priorities, workforce needs, and labor‑market conditions.

Drive Recruitment Performance – Establish clear expectations, operating cadences, performance dashboards, and accountability for hiring velocity, candidate conversion, requisition aging, and quality of hire. Lead and Develop the Team – Coach and develop talent acquisition leaders, recruiters, sourcing specialists, and recruitment support staff to consistently deliver results.

Partner with Operations – Collaborate with operational, clinical, HR, and finance leaders to forecast staffing needs and rapidly address high‑risk vacancies, new center openings, and persistent staffing challenges. Build Strong Talent Pipelines – Expand scalable sourcing strategies through referrals, employee advocacy, schools, workforce agencies, community partnerships, digital campaigns, and targeted outreach.

Improve the Candidate Experience – Ensure candidates receive timely communication, responsive follow‑up, and an efficient hiring process from initial contact through onboarding. Optimize Recruiting Technology and Data – Strengthen the use of the applicant tracking system, recruiting tools, reporting, and market intelligence to improve recruiter productivity and hiring outcomes.

Manage Recruitment Investment – Oversee recruiting vendors, staffing partners, and advertising spend; evaluate return on investment and reduce avoidable agency dependence. Strengthen Employer Brand – Clearly communicate our mission, culture, career opportunities, and the meaningful impact of working in long‑term care. Ensure Compliance – Maintain compliant, equitable recruiting practices in accordance with applicable employment laws, company policy, and background‑screening requirements.

Minimum Qualifications

Bachelor's degree in Human Resources, Business, Healthcare Administration, or a related field required; Master's degree preferred. Ten or more years of progressive talent acquisition experience , including senior leadership responsibility in a multi‑site or multi‑state organization. Experience recruiting at scale in long‑term care, senior living, healthcare, or another high‑volume service environment strongly preferred.

Proven success improving time to fill, candidate conversion, recruiter productivity, quality of hire, and staffing outcomes . Strong knowledge of recruiting operations, workforce planning, sourcing strategy, employer branding, recruitment marketing, and applicant tracking systems. Demonstrated ability to lead with urgency, hold teams accountable, and build strong partnerships with executive, operational, and clinical leaders. Exceptional communication, analytical, leadership, and problem‑solving skills. SHRM‑SCP, SPHR, AIRS, or similar certification preferred.

Why Join Us?

Join us in creating a future where every patient is empowered to live their best life, with the support and care they deserve. We're an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.