The Associate Vice President (AVP), Talent Recruitment, provides strategic and operational leadership for the organization's end-to-end talent acquisition function, including physician recruitment, executive recruitment, professional and general recruitment, contingent workforce, and immigration/visa administration. Reporting to the Vice President, Strategic People Operations, the AVP provides strategic leadership for enterprise-wide recruitment, develops scalable talent acquisition processes, and ensures the organization attracts, selects, and onboards top talent efficiently and in compliance with applicable policies and regulations. The AVP leads a team of directors and serves as a strategic advisor to senior and executive leadership, providing guidance on workforce planning, talent pipeline development, labor market trends, and talent risk mitigation strategies.
As a critical partner to People Leaders and executive leadership, the AVP ensures the consistent delivery of high-quality, responsive, and trusted People support across the institution. The role coaches leaders throughout the employee lifecycle and drives leadership effectiveness through thoughtful guidance, data-informed decision-making, and proactive people solutions.
The AVP continuously identifies and advances opportunities to enhance HR effectiveness through process improvement, technology optimization, and the adoption of AI-enabled solutions. In close collaboration with HR leadership, this role ensures an integrated, forward-looking HR strategy and the seamless delivery of services that support institutional priorities.
Areas of Accountability- Physician Recruitment
- Executive Recruitment
- Classified Recruitment
- Relocation Services
- Contingent Workforce Management
- Onboarding
Key FunctionsLead the development and execute the organization's overall talent recruitment strategy, aligning recruitment priorities with enterprise workforce planning, and growth objectives, through an integrated approach that balances operational excellence, strategic leadership, and systems thinking.
- Champion the adoption of advanced recruitment technologies, including applicant tracking systems (ATS), AI-enabled sourcing and screening tools, candidate relationship management (CRM) platforms, and predictive workforce analytics, to improve efficiency, candidate experience, and data-driven decision-making.
- Establish and monitor talent acquisition metrics and dashboards (e.g., time-to-fill, cost-per-hire, quality-of-hire) and use insights to continuously improve recruitment performance.
- Build and maintain strong relationships with executive leadership, hiring managers, and business unit leaders to understand current and future talent needs.
- Develop employer branding and sourcing strategies, including partnerships with universities, professional associations, and community-based organizations, to broaden and strengthen the organization's talent pipeline.
- Ensure recruitment practices comply with applicable federal, state, and local employment laws, immigration regulations, and organizational policy; partner with Legal and Compliance as needed.
- Represent Talent Recruitment in broader HR and organizational strategy discussions led by the Vice President, Strategic People Operations, and other senior leaders.
- Lead change management efforts related to recruitment process improvements, technology implementations, and organizational restructuring.
• Serve as a trusted advisor to senior leadership by providing labor market intelligence, workforce analytics, talent pipeline insights, and strategic workforce recommendations.
• Foster collaboration across Human Resources functions to deliver integrated workforce solutions.
• Lead enterprise talent pipeline strategies that ensure sustainable access to critical talent across clinical, research, academic, and administrative functions.
- Represent Human Resources both internally and externally, leveraging opportunities to share best practices and enhance the institution's reputation.
Skills & CompetenciesExcellent strategic thinking, executive presence, and communication skills, with the ability to influence senior stakeholders.
- HR Technology, Analytics & Process Optimization
Strong command of HR processes, systems, and shared services delivery models. Proven ability to leverage HR technology, data, automation, and AI to drive scalable process improvements and operational efficiency. - Strategic Business Acumen
Clear understanding of business operations and financial drivers, with the ability to align total rewards strategies to organizational goals and workforce needs. - People Leadership & Team Development
Effective people leader with experience building, developing, and retaining high-performing teams within a scaled HR organization. - Change Leadership
Demonstrated strength in leading and managing change, supporting transformation initiatives, and enabling team capability growth in evolving environments. - Influence & Stakeholder Partnership
Proven ability to engage, influence, and advise leaders without direct authority, collaborative, trusted partner with a strong network across the organization. Strong capability in navigating sensitive people issues, and conflict resolution, with professionalism, sound judgment, and discretion. - Workforce Data & Insights
Highly proficient in analyzing workforce and compensation data to identify trends, generate actionable insights, and inform enterprise-level reward strategies.
Education Required: Bachelor's degree in a related field.
Preferred: Master's degree in human resources administration, Psychology, Business Administration, Health Care Administration or in a related field.
ExperienceRequired: Ten years of progressively responsible Human Resources experience, including at least seven years in strategic or executive leadership positions.
Preferred: Eight years of leadership experience in Talent Management, Talent Acquisition, or Human Resources, including senior-level talent or recruitment leadership experience.
Experience in a large academic hospital environment.
The University of Texas MD Anderson Cancer Center offers excellent benefits, including medical, dental, paid time off, retirement, tuition benefits, educational opportunities, and individual and team recognition.
This position may be responsible for maintaining the security and integrity of critical infrastructure, as defined in Section 113.001(2) of the Texas Business and Commerce Code and therefore may require routine reviews and screening. The ability to satisfy and maintain all requirements necessary to ensure the continued security and integrity of such infrastructure is a condition of hire and continued employment.
