Director of Talent Acquisition

Sunrise,FL - USA Position Requirements Team Leadership and Development: Recruitment Team Oversight: You will oversee a team of recruiters and ensure they are aligned with the organization’s strategic goals. You will set clear expectations, establish a team structure, and foster an environment where each team member is encouraged to thrive. Mentoring and Coaching: Beyond just managing your team, you will be a mentor and coach. You will support your recruiters in refining their skills, enhancing their knowledge of the healthcare and anesthesia sectors, and addressing any challenges they face. Regular one-on-one meetings and performance reviews will be part of your leadership style to provide continuous feedback, career guidance, and professional development opportunities. Fostering Collaboration and Communication: Encouraging open communication and collaboration within the team is essential. You will ensure that the recruiters work cohesively, share best practices, and are motivated to achieve shared goals. Promoting a positive and transparent work culture is key to keeping the team engaged and successful. Encouraging Autonomy and Accountability: While you will provide guidance, you will also empower your team to take ownership of their roles. Encouraging independent decision-making while holding the team accountable for meeting goals will instill a sense of responsibility and ownership in the team. Each recruiter will have clear responsibilities and be trusted to execute them effectively. Motivation and Engagement: Setting Clear Goals: You will establish clear, measurable objectives that are aligned with company priorities. By setting specific, realistic, and achievable goals, you provide the team with a clear direction and purpose. Celebrating Success: Recognizing and celebrating team achievements is crucial in maintaining motivation. Whether it’s filling a particularly difficult role or exceeding hiring goals, celebrating wins, both big and small, boosts morale and fosters a positive team dynamic. Continuous Learning and Growth: You will encourage a culture of learning by promoting professional development opportunities, taking certification courses, or participating in recruitment webinars. Keeping the team up to date on trends in talent acquisition, particularly in the healthcare industry, will keep them engaged and at the top of their game. Performance Reviews and Feedback Loops: Stakeholder Feedback: Gathering feedback from both candidates and Chiefs is a crucial metric for assessing the effectiveness of your team’s work. Positive feedback indicates a strong candidate experience and satisfaction with the hiring process, while constructive feedback can guide process improvements. Recruitment Processes: Conduct regular audits of the recruitment process to identify inefficiencies or bottlenecks that may be causing delays or challenges. This could include reviewing interview processes or candidate communications. Recruitment Funnel Analytics: By examining the various stages of the recruitment funnel (application received, interview conducted, offer extended, etc.), you can identify where candidates may be dropping off and adjust strategies accordingly. Continuous Improvement: Training & Development: Regularly review recruitment outcomes and offer targeted training for your team. Process Refinements: Use metrics to refine recruitment processes over time. For example, if time-to-fill is longer than desired, assess whether there are process inefficiencies (e.g., slow interview scheduling, lack of candidate feedback) and make adjustments to streamline the workflow. Collaborate with the Operations team to make sustainable improvements. Qualifications: Education: Bachelor’s degree in Human Resources, Business Administration, or related field. Experience: 7 years of progressive experience in talent acquisition, with at least 5 years in a leadership or management role. Prior experience in recruiting within the healthcare is required. Leadership Skills: Proven ability to lead and motivate a team of recruiters, ensuring high performance, accountability, and professional growth. Technology Proficiency: Experience using applicant tracking systems (ATS), CRMs and other recruitment tools. Analytical Mindset: Comfortable working with recruitment metrics and leveraging data to inform decisions and improve processes. The Director of Talent Acquisition for NAPA, a leading provider of anesthesia services, will oversee and manage a team of clinical recruiters dedicated to sourcing, attracting, and hiring top-tier anesthesia professionals. In this leadership role, the Director will be responsible for developing and executing the company’s talent acquisition strategy, with a focus on meeting the specific needs of clinical staffing. Working closely with senior leadership, RVPs, Chiefs and Recruitment Marketing, the Director will ensure that recruitment efforts align with the organization’s growth goals and deliver a continuous pipeline of highly qualified candidates. The Director will lead, mentor, and empower a team of clinical recruiters, providing guidance on candidate engagement and recruitment best practices. This role will require strong leadership skills, the ability to implement data-driven strategies, and a deep understanding of the unique challenges of recruiting in the healthcare and anesthesia sectors. The Director will also be responsible for ensuring a positive candidate experience. This is a high-impact role that combines operational execution and team leadership to attract the best clinical talent in the industry. This position is virtual, but the ideal candidate will be located near our Sunrise, FL corporate office or Melville, NY. le for building an internal locum tenens program to support business objectives. In addition to leading the staffing operations, the incumbent will ensure that cross functional areas (travel, credentialing, and payroll) are operationalized and effectively supporting the locum program. Job Description RESPONSIBILITIES Drive the development of the internal locum tenens staffing program and associated metrics, technology and operational processes. Partner and collaborate with key internal stakeholders to develop, build and drive program timelines and deliverables. Recruit and build a high performing talent acquisition team. Partner with Marketing to highlight he value proposition to work for the destination of choice in anesthesia. Develop and track metrics that evaluate results and KPIs. Utilize data and analytics through effective reporting tools that inform business decisions. Create innovative ways to build a strong talent pipeline by leveraging various sourcing strategies including recruitment campaigns, employee referral programs, social networking and industry websites. Develop strong relationships with business leaders to evaluate and assess locum staffing needs. REQUIRED QUALIFICATIONS Must have 10 years of locum tenens staffing leadership experience in an agency or related setting. Leadership experience running large recruiting teams (20 ) is required. Proficiency with provider negotiations, strategic sourcing, credentialing and licensure acumen is required. Bachelor’s degree in Business, Human Resources, Healthcare or related area. Demonstrated project management, analytical and process orientation skills. The ability for occasional travel (10%- 15%). EEO Statement North American Partners in Anesthesia is an equal opportunity employer. North American Partners in Anesthesia (NAPA) has evolved through more than 30 years to become a leader in anesthesia and perioperative services. Single specialty and clinician led, we remain committed to our mission of delivering exceptional patient experiences, every day. At NAPA, we cultivate leaders, promote work-life balance, and celebrate diversity. We know your success promotes our success, and we give you the tools and programs to achieve your goals. With flexibility, a collegial and collaborative environment, a wide range of market-leading benefits, and career opportunities from coast-to-coast, your future is waiting at NAPA.