Associate Vice President of Talent

Join to apply for the Associate Vice President of Talent role at The Christopher Group, Agile HR Business Solutions Provided pay range This range is provided by The Christopher Group, Agile HR Business Solutions. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more. Base pay range $180,000.00/yr – $275,000.00/yr Overview The Associate Vice President (AVP) of Talent is a strategic executive leader responsible for designing and driving enterprise-wide talent acquisition, onboarding, and talent development strategies. This role shapes the future of the organization’s workforce by leveraging data, predictive analytics, and market insights to inform workforce planning, recruitment, internal mobility, and leadership pipeline development. The AVP leads high-performing teams across recruitment and talent management and partners closely with senior leaders to align people strategies with operational goals. Through innovation, collaboration, and data-driven decision-making, the AVP helps build a diverse, agile, and future‑ready workforce that advances the mission of the health system. Key Responsibilities – Strategic Leadership Design and lead an integrated talent acquisition, onboarding, talent management and culture strategy aligned with organization’s mission, vision, values and system-wide workforce priorities. Partner with the CHRO, hospital presidents, and operational executives to anticipate talent gaps and align strategy with business growth, clinical expansion, and operational readiness. Translate organizational priorities into scalable talent solutions that address current demands while preparing for future workforce evolution. Act as a strategic advisor to executive and operational leaders, aligning talent priorities with financial, clinical, and patient experience goals. Represent Talent Acquisition and Talent Management in enterprise initiatives, union partnerships, and strategic planning efforts. Serve as a key member of the senior HR leadership team in driving change management that supports leadership alignment and cultural transformation. Talent Management & Workforce Development Drive strategic workforce planning in partnership with operational and HR leaders, translating data into workforce models and staffing solutions. Lead the design of enterprise frameworks for succession planning, leadership development, and career mobility. Collaborate with Organizational Development to align learning programs with skill gaps, leadership pipelines, and future workforce capabilities. Lead and develop a high‑performing leadership team across Talent Acquisition and Talent Management functions, setting clear goals, expectations, and service standards. Foster a collaborative, service‑oriented and results‑driven team culture that models the CARE values. Develop performance metrics to drive a culture of accountability, customer service, and continuous improvement. Workforce Planning & Analytics Establish and maintain a system of talent metrics and performance dashboards that guide decision‑making at the executive level. Use data and analytics to track sourcing efficiency, time‑to‑fill, quality‑of‑hire, internal mobility, retention, onboarding effectiveness, and talent readiness. Leverage internal and market labor analytics to proactively address talent risks and opportunities, including hard‑to‑fill roles and turnover hotspots. Collaborate with clinical and operations leaders in developing and implementing actionable insights integrating workforce data into workforce management solutions. Recruitment Operations Oversee recruitment operations across all facilities and service lines, ensuring consistency, speed, and quality in hiring practices. Lead the evolution of recruitment marketing and digital strategies to enhance employer brand, attract mission‑aligned candidates, and expand reach into diverse talent pools. Create tailored approaches to executive recruitment, physician/provider hiring, and hard‑to‑fill specialty roles. Continuously evaluate and optimize organizational design, technology, and workflows to support system growth and operational efficiency. Critical Competencies Healthcare System Experience Required. Demonstrated expertise in building and using dashboards, analytics platforms, and KPIs to inform decisions and measure impact. Skilled in managing large‑scale, high‑volume recruitment functions and high‑stakes talent planning in complex, matrixed organizations. Strong executive presence with the ability to influence and advise senior leadership across clinical, corporate, and operational domains. Deep knowledge of recruitment marketing, workforce planning, onboarding strategy, and leadership development practices. Demonstrates integrity, reliability, and consistency in actions and decisions, builds credibility by honoring commitments, maintaining confidentiality, and being transparent. Can foster a culture of psychological safety where others feel respected and valued. Clearly and thoughtfully conveys information across all levels of the organization, adapts communication style, actively listens, and ensures understanding. Qualifications Healthcare Administration, or a related field strongly preferred. Experience 5+ years leading Talent Management function. 5+ years leading Talent Acquisition function. Minimum 10 years of progressive leadership experience in talent acquisition and/or talent management, including at least 3 years in an executive or system‑level leadership role. Seniority level Executive Employment type Full‑time Job function and Industries Human Resources Hospitals and Health Care Benefits Medical insurance Vision insurance 401(k) Pension plan #J-18808-Ljbffr