Director, Talent Acquisition and Workforce Planning

Overview

As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, belonging, integrity, quality and trust that are integral to our mission. EO/AA

The Director of Talent Acquisition and Workforce Planning is responsible for designing and executing enterprise-wide strategies to attract, hire, and retain top-tier talent. This position leads innovative sourcing, recruitment, and workforce development strategies aligned with institutional goals. The Director partners closely with senior HR and operational leadership to ensure that recruitment strategies are proactive, data-informed, and responsive to both short- and long-term workforce demands. This role is pivotal in advancing the institution's reputation as an employer of choice in healthcare and education while contributing to a culture of service excellence, and continuous improvement.

Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

 

This posting will be removed on July 1, 2025.

Responsibilities

Strategic Leadership and Workforce Planning

• Lead the development and execution of a comprehensive talent acquisition strategy that aligns with the organization’s strategic workforce plan, addressing workforce supply, demand, capability, and succession.
• Serve as a strategic partner to senior leaders, providing consultative expertise on workforce trends, hiring forecasts, and organizational capability gaps.
• Anticipate internal and external labor market dynamics and position the organization to be competitive through employer branding, technology innovation, and inclusive hiring practices.

Talent Acquisition Operations

• Oversee all recruitment functions, including sourcing, marketing, screening, interviewing, selection, onboarding, and executive recruitment.
• Drive a high-touch, service-oriented recruitment model that enhances hiring manager experience and supports a diverse and mission-driven workforce.
• Leverage AI-powered tools and automation to enhance efficiency, increase recruitment velocity, and enable the team to focus on high-impact strategic work.
• Ensure recruitment efforts reflect core values and belonging.

Workforce Development

• Lead strategic workforce development initiatives in partnership with operational leaders, including internal pipeline programs, apprenticeships, upskilling, and career mobility strategies.
• Oversee curriculum development, program delivery, evaluation, and vocational partnerships to build a sustainable, future-ready workforce.
• Champion internal talent mobility by providing tools and counseling that support employee- manager in development discussions, long-term employee career planning, and access to development, training, and educational resources.

Data Driven Decision Making

• Monitor and report on key performance indicators such as time-to-fill, source effectiveness, vacancy rates, and turnover trends.
• Utilize analytics to refine recruitment strategies and demonstrate return on investment in talent acquisition initiatives.
• Establish benchmarking practices and continuous quality improvement processes to optimize performance.

Compliance and Risk Management

• Ensure adherence to federal, state, and local employment laws, accreditation standards, and institutional policies.
• Proactively manage risk by identifying recruitment-related compliance issues and implementing preventative measures.

Team Leadership Development

• Lead, mentor, and develop a high-performance team of recruitment and workforce development professionals.
• Recruit, train, and empower