Director, Talent Acquisition Strategy

Schedule & Location

Location: Overland Park, KS, or Plantation, FL or Remote

Schedule:

• Monday - Friday, 8:00 AM - 5:00 PM

Why This Role Matters

As a Director, Talent Acquisition Strategy, you play a critical role in ensuring patients receive safe, effective, and timely specialty infusion therapies. Your expertise helps guide medication management, support clinical decision-making, and ensure every prescription is reviewed with accuracy and care.

In this role, you'll contribute to work that:

• Helps patients feel informed, supported, and confident throughout their treatment journey
• Ensures safe and compliant specialty pharmacy operations
• Supports clinicians, providers, and care teams through clinical expertise and collaboration
• Advances positive patient outcomes through thoughtful medication management and oversight

Everything we do connects back to real people navigating complex healthcare journeys-and this role helps make that journey brighter.

What You'll Do

The Director, Talent Acquisition Strategy leads the development and execution of LUX Infusion's enterprise-wide talent acquisition strategy. This role is responsible for building a scalable, data-driven recruiting function that anticipates workforce needs and supports clinical, operational, professional, and leadership hiring across multiple states and markets.

The Director partners closely with executive leadership, Human Resources, Finance, Operations, and hiring leaders to translate business plans into workforce strategies; strengthen the employer brand and talent pipelines; optimize recruiting and onboarding processes; and use meaningful KPIs and analytics to improve hiring outcomes. The ideal candidate is a strategic, hands-on leader who can build systems, influence stakeholders, and operate effectively in a fast-paced, growing organization. Success in this role requires the ability to connect enterprise strategy with disciplined execution, create transparency through reliable data, and build a recruiting function that consistently delivers talent needed for growth.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

Talent Acquisition Strategy and Workforce Planning
• Develop and execute an enterprise-wide talent acquisition strategy aligned with LUX Infusion's growth plans, operating priorities, and long-term workforce needs.
• Partner with Finance, Operations, Human Resources, and business leaders to translate growth projections, turnover trends, labor availability, and productivity expectations into short- and long-term workforce plans.
• Create hiring forecasts, capacity models, prioritization frameworks, and recruiting resource plans that improve organizational readiness and reduce reactive hiring.
• Advise executive leadership on talent availability, geographic labor-market conditions, hiring risks, recruiting investments, and workforce implications of business decisions.
• Establish consistent, equitable, and legally compliant standards for job intake, candidate evaluation, interviewing, selection, and hiring decisions nationwide.
• Support workforce planning and talent acquisition needs for acquisitions, integrations, and new-market expansion as a recurring, core component of this role, not an incidental one.

Sourcing, Pipeline Development, and Employer Brand
• Build sustainable talent pipelines for critical, recurring, and difficult-to-fill positions across clinical, operational, professional, and leadership functions.
• Develop data-driven sourcing strategies using labor-market intelligence, geographic analysis, candidate and conversion data, referrals, professional networks, educational partnerships, and digital channels.
• Measure source quality and channel effectiveness to focus recruiting resources on approaches that produce qualified, diverse, and durable hires.
• Develop and maintain a compelling employer value proposition and partner with Marketing and Communications to strengthen the LUX Infusion employment brand.
• Create strategies for passive-candidate engagement, talent-community management, and market-specific outreach within a consistent national framework.

Recruiting Operations, Technology, and Onboarding
• Evaluate and optimize the end-to-end recruiting process, including requisition approval, sourcing, screening, interviewing, selection, offers, pre-employment requirements, and transition to onboarding.
• Establish recruiting service levels, standardized workflows, clear decision rights, and accountability for recruiters, hiring managers, and business partners.
• Lead the effective use and ongoing optimization of the applicant tracking system, including Greenhouse configuration, workflows, data integrity, reporting, user adoption, and compliance.
• Evaluate recruiting technology and automation opportunities that improve scheduling, candidate engagement, analytics, reporting, and team productivity.
• Partner with Human Resources, IT, Compliance, and Operations to create a coordinated preboarding and onboarding experience that reduces delays and pre-start attrition and accelerates new-hire readiness.
• Use candidate and new-hire feedback to continuously improve the candidate, preboarding, and onboarding experience.

Analytics, KPIs, and Continuous Improvement
• Develop and maintain a comprehensive talent acquisition measurement framework, including KPIs, dashboards, targets, benchmarks, and reporting standards.
• Track and analyze measures such as hiring-plan attainment, time to fill, time to hire, cost per hire, source effectiveness, pipeline conversion, offer acceptance, candidate withdrawal, recruiter productivity, quality of hire, early retention, and stakeholder satisfaction.
• Conduct regular business reviews with leadership to assess performance, forecast needs, identify risks, and recommend corrective actions or resource changes.
• Ensure data integrity and disciplined system use so recruiting analytics are accurate, timely, consistent, and actionable.
• Develop leading and predictive indicators that allow the organization to anticipate hiring challenges rather than react after vacancies affect operations.

Leadership, Partnership, and Compensation Review
• Lead, coach, and develop the talent acquisition team, establishing clear expectations, performance standards, operating rhythms, and accountability.
• Serve as a strategic advisor to hiring leaders and provide training, tools, and guidance that improve interview quality, decision-making, and candidate engagement.
• Partner with Human Resources and Finance to evaluate compensation competitiveness using market data, internal equity, candidate feedback, offer outcomes, and hiring performance.
• Recommend adjustments to compensation ranges, geographic differentials, hiring incentives, or offer practices when supported by market and performance data.
• Assess when external search firms, agencies, contract recruiters, or other resources are warranted and manage those relationships and investments effectively.
• Manage recruiting spend within the approved annual budget.

NON-ESSENTIAL FUNCTIONS & RESPONSIBILITIES
• Represent LUX Infusion at recruiting events, professional conferences, educational programs, and community partnerships, as appropriate.
• Support enterprise projects and special workforce initiatives as requested.
• Maintain professional knowledge of recruiting practices, labor-market trends, technology, and applicable employment laws.
• Participate in quality assurance, compliance, and process audits as directed.
• Perform other related duties as assigned.

What We're Looking For
QUALIFICATION REQUIREMENTS
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Analytics, or equivalent experience in a related field.
• Minimum of 10 years of progressive talent acquisition or human resources experience, including at least 3 years in a leadership or enterprise recruiting role.
• Demonstrated experience developing and executing talent acquisition strategies across multiple states or on a national scale.
• Strong background in workforce planning, recruiting analytics, dashboard development, and the design and implementation of KPIs.
• Proven ability to analyze recruiting data, identify trends and operational risks, and translate findings into clear recommendations for senior leadership.
• Experience building proactive pipelines and sourcing strategies for high-volume, specialized, clinical, professional, and leadership positions.
• Demonstrated success improving recruiting processes, technology, candidate experience, and hiring-manager effectiveness.
• Demonstrated knowledge of compensation benchmarking, market analysis, internal equity considerations, and offer strategy.
• Knowledge of federal, state, and local laws and regulations applicable to recruiting and hiring across multiple jurisdictions.
• Strong executive communication, stakeholder-management, project-management, and team-leadership skills.

QUALIFICATIONS PREFERRED
• Experience administering or materially optimizing Greenhouse ATS.
• Experience supporting healthcare, infusion, specialty pharmacy, or another highly regulated and competitive labor environment.
• Experience in a rapidly growing, geographically dispersed, or private equity-backed organization.
• Experience supporting acquisitions, new-market expansion, organizational integration, or high-volume growth initiatives.
• Advanced degree or professional certification in Human Resources, talent acquisition, analytics, or a related discipline.

CORE COMPETENCIES
• Enterprise and strategic thinking
• Attention to detail
• Workforce planning and business acumen
• KPI development and analytical judgment
• Talent pipeline and sourcing strategy
• Process design and continuous improvement
• Executive communication and influence
• Team leadership and talent development
• Cross-functional collaboration
• Change management and operational discipline
• Professionalism, integrity, and sound judgment

Performance Measures
• Achievement of approved hiring plans and critical-role staffing priorities.
• Time to fill, time to hire, and vacancy aging by role, market, and business unit.
• Pipeline health, source effectiveness, funnel conversion, and qualified-candidate flow.
• Offer acceptance, candidate withdrawal, and pre-start attrition rates.
• Quality of hire and new-hire retention.
• Recruiter productivity, process compliance, and data integrity.
• Hiring manager and candidate satisfaction.
• Effectiveness of recruiting investments, including cost per hire and agency utilization.

Communication Skills
• Communicates clearly, persuasively, and appropriately with executives, hiring leaders, candidates, and team members; listens and seeks clarification; presents complex workforce and recruiting data in an accessible manner; and prepares concise, accurate written communications and executive-level reports.
Computer Skills
• Advanced proficiency with applicant tracking systems, reporting and dashboard tools, Microsoft Excel, and Microsoft Office applications. Experience with Greenhouse ATS is preferred.

You don't need to check every box-we care just as much about how you show up as what's on your resume.

Why LUX Infusion

At LUX Infusion, we believe infusion care deserves more light-more warmth, more clarity, and more connection.

Here, you'll find:

• Purpose-driven work with real impact
• A patient-first, clinician-led culture
• Supportive, collaborative teammates
• Opportunities to expand your clinical expertise and professional growth
• The chance to help shape the future of specialty infusion care

Come help us elevate infusion care-and see what's possible when care comes first.

Pay Range/Rate

$145,000-$160,000 USD

PHYSICAL DEMANDS

The physical demands described here represent those required for an employee to successfully perform the essential functions of this role. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions. If you require a reasonable accommodation during the application or interview process, please contact the LUX Infusion Talent Team at Careers@LUXInfusion.com or 954.385.7322 x 1425.

While performing the duties of this position, the employee may occasionally be required to stand, walk, or sit; use hands to finger, handle, or feel objects, tools, or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch, or crawl; and talk or hear. The employee may also be required to occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this role include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
OTHER REQUIREMENTS

Employees are expected to:

• Participate annually in required legal and ethical compliance training</