VP, Talent Management

Leave Your Mark; Nashville (TN); On-site; USD 150,000 - 210,000; Full time

Job summary

Leave Your Mark seeks a Vice President, Talent Management to build a unified talent function spanning the full employee lifecycle. This executive leads TA across markets, culture and employee experience, onboarding, and employer brand, reporting to the Chief People Officer with two direct reports.

The role guides strategy for attracting, integrating, and retaining talent, while unifying provider recruiting into a single talent agenda across clinical and non-clinical teams.

Qualifications

• 10+ years in progressive talent, HR, or organizational leadership roles with scale.
• 5+ years of people leadership, including directors/managers.
• Experience building or scaling talent functions across multiple markets.
• Strong collaboration with executive stakeholders and data-driven impact.

Responsibilities

• Own full lifecycle talent management strategy across markets, including TA, culture, onboarding and employer brand.
• Define workforce planning, pipelines, and KPI governance; drive continuous improvement.
• Integrate provider recruiting into core TA with governance and shared processes.
• Lead internal communications and employee experience initiatives in partnership with marketing.
• Coach and develop two direct reports and contribute to broader HR strategy.

Skills

Leadership in talent management

Analytics / data-driven decisions

Executive stakeholder partnering

Organizational change leadership

Employer branding

Education

Bachelor's degree

Advanced degree in HR or business

Tools

ATS

Job description

Our client is seeking a Vice President, Talent Management to build and lead a unified talent function that spans the full employee lifecycle. This is a newly elevated leadership role responsible for talent acquisition across all markets, culture and employee experience, internal communications, onboarding, and employer brand. The VP will set the strategic direction for how our client attracts, integrates, and retains talent, including the longer-term integration of provider recruiting into the broader TA function. Reporting to the Chief People Officer, this leader will manage a team through two direct reports — the Director of Talent Acquisition and the Director of Culture and Employee Experience — and will partner closely with senior stakeholders across the business, including internal communications.

What You'll Do:

Talent Acquisition

• Own full-cycle talent acquisition strategy and execution across all client markets, ensuring consistent, high-quality hiring practices and candidate experience.
• Set workforce planning and pipeline strategy in partnership with business leaders to meet current and future hiring needs.
• Establish and monitor TA metrics (time-to-fill, quality of hire, cost-per-hire, diversity of slate) and drive continuous improvement.
• Lead the longer-term integration of provider recruiting into the core TA function, developing a roadmap, governance model, and shared processes that unify clinical and non-clinical recruiting under one strategy.
• Evaluate and optimize the ATS, sourcing channels, and recruiting technology stack.

Culture & Employee Experience

• Define and drive the enterprise-wide culture and employee experience strategy, ensuring alignment with client's mission and values.
• Lead employee engagement, recognition, and listening strategies (surveys, focus groups, action planning) to strengthen retention and satisfaction.
• Champion initiatives that build a consistent, inclusive employee experience across all markets and functions.

Internal Communications

• Partner with marketing to shape and deliver client's internal communications strategy, ensuring messaging is clear, consistent, and aligned with culture and talent priorities.
• Serve as a strategic advisor on organizational change communications, leadership messaging, and employee-facing campaigns.
• Own the end-to-end onboarding strategy, ensuring a consistent, high-quality experience for all new hires across markets and roles, including providers.
• Partner with HR, IT, facilities, and business leaders to remove friction and accelerate new-hire time-to-productivity.
• Establish quality standards and feedback loops to continuously improve the onboarding experience.

Employer Brand

• Develop and steward client's employer brand and value proposition across digital, social, and in-market channels.
• Ensure employer brand messaging is authentic, differentiated, and resonant with both corporate and clinical/provider talent audiences.
• Partner with Marketing and Communications to keep employer brand and external brand aligned.

Leadership & Team Management

• Lead, coach, and develop a team through two direct reports: the Director of Talent Acquisition and the Director of Culture and Employee Experience.
• Build a high-performing, collaborative talent management team and establish clear goals, accountability, and development paths.
• Serve as a key member of the People & Talent leadership team, contributing to broader HR strategy and organizational priorities.

Qualifications:

• 10+ years of progressive talent, HR, or organizational leadership experience, including experience leading talent acquisition at scale; healthcare, provider, or multi-site services industry experience strongly preferred.
• 5+ years of people leadership experience, including managing managers/directors.
• Demonstrated experience building or scaling talent acquisition functions across multiple markets or regions.
• Experience with employer branding, employee experience, and internal/change communications.
• Track record of partnering effectively with executive stakeholders and influencing without direct authority.
• Strong analytical skills with the ability to use data to inform talent strategy and demonstrate impact.
• Exceptional communication, coaching, and organizational-change leadership skills.
• Bachelor's degree required; advanced degree in HR, business, or related field preferred.

What Success Looks Like:

• A unified, high-performing talent organization with clear strategy across acquisition, culture, communications, onboarding, and brand.
• A clear, resourced roadmap for integrating provider recruiting into core TA within an agreed timeframe.
• Improved hiring velocity and quality, stronger new-hire retention, and a consistent onboarding experience across markets.
• A recognizable, authentic employer brand that strengthens candidate pipelines in competitive markets.
• A strong, engaged team of direct reports and a healthy talent leadership pipeline underneath them.