The Manager of Talent Acquisition provides strategic and operational leadership for Rogers Behavioral Health’s enterprise-wide talent acquisition function. This role leads and develops a team of Talent Acquisition staff while partnering with business leaders to attract, engage, and hire top talent in support of organizational growth. The Manager is responsible for recruitment strategy, workforce planning, employer branding, recruitment operations, vendor management, Workday ATS administration, and compliance with federal, state, and local employment laws. In a highly competitive and rapidly changing healthcare labor market, this role develops agile and innovative talent strategies that strengthen Rogers’ ability to attract, hire, and retain critical talent, with particular focus on hard-to-fill and high-turnover clinical and behavioral health positions. This position serves as a trusted advisor to leaders and ensures a high-quality candidate and hiring manager experience while supporting Rogers’ continued expansion across multiple states.

This position is fully remote, however the selected candidate must reside in a state that Rogers currently operates in - (WI, MN, IL, PA, TN, FL, GA, CO, CA, WA, NY, NJ).

Job Duties & Responsibilities:

• Lead, coach, develop, and oversee the performance of the Talent Acquisition team while fostering a culture of accountability, collaboration, continuous improvement, and exceptional service delivery.

• Partner with executive leaders, hiring managers, and Human Resources to understand workforce needs, develop talent acquisition strategies, and build sustainable candidate pipelines that support current and future staffing needs across Rogers’ growing multi-state footprint.

• Develop and execute innovative talent acquisition strategies to address high-turnover and hard-to-fill positions, particularly critical clinical and behavioral health roles, using market intelligence, workforce data, and creative sourcing approaches.

• Partner with HR and operational leaders to identify root causes of recruiting and early-tenure retention challenges and develop proactive workforce strategies that improve attraction, hiring, onboarding success, and retention.

• Continuously assess Rogers’ competitiveness in the external labor market, including candidate expectations, employment trends, competitor practices, compensation and workforce preferences, and recommend actions to strengthen Rogers’ employment value proposition and ability to attract and retain talent.

• Build sustainable and alternative talent pipelines through schools and universities, professional associations, community partnerships, employee referral programs, digital sourcing, and other emerging sources of talent.

• Serve as the organization’s talent acquisition subject matter expert by monitoring labor market trends, recruitment best practices, emerging technologies, and industry developments and translating insights into actionable recruiting strategies and recommendations.

• Challenge existing recruiting practices and introduce new approaches, technologies, partnerships, and sourcing strategies that improve speed, quality of hire, candidate experience, and workforce stability.

• Oversee enterprise recruitment operations, ensuring consistent processes, service level expectations, performance metrics, data integrity, reporting accuracy, and an exceptional candidate and hiring manager experience.

• Oversee and resolve complex pre-employment and onboarding escalations; partner with Human Resources, Legal, Compliance, and business leaders to assess risk, ensure consistent application of hiring standards, and make recommendations regarding employment eligibility, start-date delays, and offer rescission decisions when necessary.

• Own and optimize the Workday Applicant Tracking System (ATS), including system functionality, process design, workflow management, reporting, user adoption, data quality, and continuous improvements that support business and compliance requirements.

• Lead campus relations, employer branding, recruitment marketing, and sourcing initiatives to strengthen Rogers’ employment brand, increase candidate engagement, and support recruitment goals through digital, social media, community, referral, and educational partnership channels.

• Manage relationships with recruitment-related vendors and external partners, including pre-employment screening providers, assessment vendors, advertising partners, staffing agencies, educational institutions, and recruitment technology solutions, ensuring quality service, operational efficiency, compliance, and return on investment.

• Utilize recruiting metrics, workforce data, and market intelligence to evaluate performance, identify trends and opp