AVP, Talent Acquisition

General Description

The Associate Vice President (AVP) of Talent Acquisition serves as the strategic and operational leader driving top-tier talent acquisition across OU Health. Reporting to the Vice President of Talent Development & Organization Effectiveness, the AVP leads a systemwide talent strategy that establishes OU Health as an academic health system of choice and Oklahoma's Employer of Choice. This role will oversee both short-term and long-term workforce planning, utilizing data and analytics to forecast talent needs, align recruitment priorities with business strategy, and enhance talent pipelines. This role oversees all aspects of talent acquisition, including strategic workforce planning, employer branding, and recruitment for clinical, corporate, and executive roles. The AVP will lead a high-performing team and partner closely with executive, clinical, and operational leaders to deliver scalable, data-driven solutions, fostering a culture of excellence, innovation, and accountability in hiring.

Essential Responsibilities

Responsibilities listed in this section are core to the position. Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position.

• Lead and execute a comprehensive systemwide workforce planning and talent acquisition strategy aligned with OU Health's mission as the flagship Academic Health System.
• Oversee and manage end-to-end recruitment operations across clinical, corporate, and executive hiring, ensuring scalability, speed, and quality.
• Serve as a strategic advisor to executive and operational leaders, translating business needs into proactive workforce planning solutions.
• Represent and elevate Talent Acquisition in enterprise forums, positioning the function as a strategic driver of organizational success.
• Direct and coach the Talent Acquisition Leadership Team ensuring operational alignment and execution excellence across the system.
• Build and advance OU Health's employer brand through strategic marketing, storytelling, and targeted recruitment campaigns that attract inclusive, mission-driven talent.
• Ensure adherence to employment law, internal policies, and accreditation standards while fostering equitable hiring practices at every step.
• Lead the implementation and optimization of technology platforms (e.g., ATS, CRM, sourcing tools) to improve candidate experience and internal workflows.
• Strategically partner with the Office of Workforce Development and Inclusion to create targeted pipelines and inclusive outreach strategies for hard-to-fill and priority roles.
• Use real-time data and analytics to drive decision-making, report on hiring performance, and recommend adjustments to sourcing, process, or structure.
• Design and deploy enterprise-wide recruitment metrics and dashboards to drive accountability, transparency, and continuous improvement.
• Monitor and respond to external labor market shifts and internal talent trends to maintain OU Health's competitive edge in the healthcare market.
• Cultivate and lead a high-performance Talent Acquisition culture centered on accountability, innovation, service excellence and inclusion.

General Responsibilities

• Performs other duties as assigned.

Education Requirements

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required.

Experience Requirements

• At least 7 years of experience in Human Resources, Talent Acquisition, or a related field and at least 5 years of progressive leadership experience required.

License/Certification/Registration Requirements

• SPHR, SHRM-SCP or other approved relevant certification required at time of hire or obtained within 12 months of hire. Internal employees transitioning to this position must have the required certification at the time of transfer.

Knowledge/Skills/Abilities

• Deep knowledge of enterprise-level workforce planning, recruitment strategy, and talent pipeline development across clinical, corporate, and executive domains.
• Understanding of healthcare talent dynamics, physician recruitment, and academic health system complexities, including credentialing and regulatory requirements.
• Ability to lead, coach, and scale a high-performing talent acquisition team, fostering a culture of accountability, collaboration, and continuous improvement.
• Skilled in using analytics, KPIs, and recruitment dashboards to drive performance, forecast workforce needs, and inform executive decision-making.
• Capacity to lead system-wide transformation initiatives, modernize recruitment practices, and implement new technologies and tools.
• Strong ability to communicate with, influence, and gain buy-in from senior leaders, including C-suite executives, and clinical chairs.
• Expertise in designing employer branding strategies and delivering inclusive, high-quality experiences throughout the recruitment lifecycle.
• Commitment to embedding inclusive practices into hiring strategies, including sourcing, selection, and workforce representation goals.
• Ability to build trusted relationships and lead cross-functional initiatives in partnership with HR, operations, legal, compliance, marketing, and academic partners.
• Exceptionally skilled in building and maintaining relationships with external vendors.
• Ability to handle confidential information with discretion and integrity.
• Comfortable working in a fast-paced, dynamic environment and adapting to changing priorities.
• Exhibits relentless follow-through and meets deadlines effectively and efficiently.
• Proficient in Microsoft Office Suite (Word, Excel, Outlook, PowerPoint).
• Exceptional written, verbal, and visual communication skills.
• Proficient in applicant tracking systems (e.g., Workday), CRM tools, and digital sourcing platforms to streamline workflows and improve recruiter productivity.