• Leads and oversees the company’s talent acquisition team while managing the overall company talent acquisition strategy, policies, approach, and process.
• Is responsible for mentoring and performance management as well as making recommendations for hiring, termination, promotions and transfers, employee development, assessing and completing performance appraisals.
• Identifies talent acquisition needs and creates linkage with respect to organizational policies, processes and procedures.
• Utilize business analytics to forecast workforce needs, strategize, and identify new opportunities, enhancing the employee experience.
• Actively engages in the design and delivery of talent acquisition policies, programs and procedures to align the workforce with the talent and organizational culture.
• Designs and implement strategic solutions to enhance the hiring journey, focusing on recruitment marketing and branding.
• Conduct assessments of talent needs based on organizational priorities, including gap analysis and cultivation of talent sources both internally and externally.
• Spearheads and participates in activities in support of company initiatives including but not limited to employee engagement, talent acquisition, diversity and inclusion, retention, communications, etc.
• Plans and directs strategic recruitment initiatives to support and influence company growth by attracting a diverse and innovative workforce; and ensuring diversification and company culture fit are considered and promoted within the process.
• Participates in talent acquisition strategic planning activities and makes recommendations based on research, metrics and organizational factors.
• Provides input and participates in overseeing the annual budget expenditures and resource requirements.
• Identify and implement improvements in the talent acquisition process, including the adoption of technology for an exceptional candidate experience.
• Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting talent acquisition.  Identifies trends that could impact organizational objectives and/or operational resources.
• Manages the development and maintenance of relationships with internal/external business partners.  Identifies business needs, service requirements, key issues, alternative solutions, and resources for the business partners.
• Works closely with system leadership to align and deliver initiatives and programs that foster a culture of high performance and adherence to Company's core values.
• Leads and manages cross-functional projects and programs, ensuring efficiency and effectiveness in delivery.
• Maintains and facilitates partnerships with recruiting partners, agencies, platforms and vendors.
• Responds intelligently, collaboratively and in accordance with regulatory guidelines for workplace practices and employee relations, while being mindful of Company's cultural values.
• Creates reports and analyses that inform stakeholders and leadership of talent acquisition trends and data.
• Actively participates and contributes to the goals and objectives of the Company by working collaboratively and fostering a positive and inclusive work environment.

PERSONAL AND PROFESSIONAL ATTRIBUTES

• Service Orientation/Business Ally- strong commitment to customer service, ability to partner with business leaders. Defines service standards and elevates TA activities to meet business and customer requirement.
• Digital and Data Literacy- knowledgeable of technology solutions, able to develop analytics, reports, metrics and use data to inform decisions, and demonstrate performance of HR services.
• Collaboration/Building Partnerships- able to bring others together and gain cooperation and shared urgency to drive improvements and reach shared goals. Ability to find win-win solutions and generate broad-based enthusiasm and engagement in change activities.
• Operational and Performance Oriented: Establish processes and structures to deliver organizational performance outcomes within budget and timeline constraints.
• Diversity and Inclusion Focus: Foster a culture of appreciation, belongingness, inclusivity, diversity, and equity to enhance the associate experience.
• Culture Influencer: Builds credibility and trust across the organization to drive change by challenging conventional thinking; increase cross functional coordination and reduce repetition.
• Thought Leader: Elevates the conversation about TriHealth’s values and aspirations by breaking down functional barriers and building collaborative alignment and a strategic vision that strengthens and amplifies the company’s voice.
• Culture Champion: Embraces Company's Mission, Vision and Core Values. Works to bring these visions and values to life.
• Leadership and Capability Builder: Inspires, coaches, and develops individual and team capabilities by championing strengths and collaboration, aligning teams around strategies and decisions, and empowering leaders to elevate and inspire their teams.