Director, Talent Acquisition

Overview

Be inspired.  Be rewarded. Belong. At Emory Healthcare. 

At Emory Healthcare we fuel your professional journey with better benefits, valuable resources, ongoing mentorship and leadership programs for all types of jobs, and a supportive environment that enables you to reach new heights in your career and be what you want to be.  We provide: 

• Comprehensive health benefits that start day 1 
• Student Loan Repayment Assistance & Reimbursement Programs 
• Family-focused benefits  
• Wellness incentives 
• Ongoing mentorship, development, and leadership programs  
• And more 

 

Work Location: Atlanta, GA (2 openings available)

Description

The Director, Talent Acquisition is a senior talent acquisition leader responsible for driving hiring performance across an assigned recruitment portfolio within Emory Healthcare's enterprise Talent Acquisition model.

 

Depending on portfolio assignment, this role leads the execution of talent acquisition strategies for clinical roles (including nursing, allied health, advanced practice, and other patient-care positions) and/or non-clinical roles (including corporate, administrative, revenue cycle, finance, information technology, operations, facilities, research, professional services, and leadership functions).

 

Reporting to the Talent Acquisition function leader, the Director partners closely with TA Managers, recruiters, sourcing, recruitment marketing, workforce strategy, HR partners, and business or clinical operations leaders to translate enterprise TA priorities into effective hiring plans.

 

This role is accountable for improving hiring outcomes through disciplined execution, labor market insight, stakeholder partnership, process improvement, recruiter effectiveness, and data-driven decision-making.

 

The Director, Talent Acquisition does not independently own the enterprise TA strategy, TA policies, TA systems, or overall TA operating model. Instead, this role serves as the senior portfolio leader responsible for recruiting performance, stakeholder alignment, escalation of systemic barriers, and execution of scalable hiring strategies within the broader Talent Acquisition structure.

 

Portfolio Leadership & Strategy Execution

Lead talent acquisition execution across assigned hiring portfolios, ensuring alignment with enterprise TA strategy, business priorities, workforce needs, and operational goals

Serve as the senior TA partner for assigned functional and operational hiring leaders, translating workforce needs into practical recruiting strategies, hiring plans, and measurable action

Partner with TA Managers who lead functional recruiting teams to ensure hiring priorities are understood, resourced, executed, and measured consistently

Establish and maintain portfolio-level operating rhythms, including hiring reviews, performance updates, escalation discussions, and action planning

Represent Talent Acquisition in workforce planning meetings, operational reviews, hiring initiatives, and executive-level updates as assigned

Performance, Analytics & Continuous Improvement

Drive performance across high-volume and specialized or hard-to-fill hiring areas by identifying barriers in sourcing, screening, hiring manager engagement, candidate conversion, interview process, offer competitiveness, and onboarding handoffs

Use recruiting metrics, labor market data, funnel analytics, requisition trends, vacancy data, and stakeholder feedback to diagnose hiring challenges and recommend solutions

Support continuous improvement of recruiting workflows, candidate experience, recruiter productivity, hiring manager accountability, and hiring outcomes

Escalate market competitiveness issues, process breakdowns, staffing risks, and leader decision points to TA leadership with clear analysis and recommendations

Recruiting Initiatives & Stakeholder Partnership

Lead recruiting initiatives that may include targeted sourcing campaigns, hiring events, school or community partnerships, referral strategies, market mapping, candidate engagement campaigns, internal mobility support, and conversion improvement efforts

Partner with assigned operational and functional leaders to create realistic and actionable hiring plans tailored to portfolio workforce needs (e.g., clinical operations, nursing, allied health, corporate, revenue cycle, IT, finance, facilities, research, or administrative functions)

Partner with Compensation, HR, Finance, Workforce Strategy, Recruitment Marketing, TA Operations, and HR Technology to identify systemic barriers and support cross-functional solutions