The Sr. Director of Talent Attraction sets the vision and leads the execution of an enterprise-wide talent attraction strategy that enables the organization to meet current hiring demands and build a workforce for the future. This role is accountable for delivering high-quality, high-volume hiring across multiple geographies and job families, overseeing a team responsible for filling approximately 1,000-1,500 Division Operating Model roles annually, in addition to Corporate Center needs. Serving as a strategic partner to senior business and HR leaders, this leader shapes workforce planning, influences hiring decisions, and ensures recruitment practices are equitable, consistent, and candidate-centric. Success is defined by the ability to build and scale a data-driven, inclusive, and operationally excellent talent acquisition function that strengthens the employer brand, reflects the communities served, and drives long-term business performance.

***This is a fully remote position that can be home-based anywhere within the United States.***

ESSENTIAL FUNCTIONS:

• Strategic Talent Attraction & Workforce Planning: Own and drive an integrated talent attraction strategy aligned to business priorities, workforce planning, and future capability needs. (25%)
• Hiring Delivery & Sourcing Strategy: Lead scalable, high-impact recruiting and sourcing strategies that deliver against hiring goals across geographies, levels, and talent segments. (25%)
• Executive Stakeholder Partnership: Serve as a strategic advisor to senior leaders, aligning hiring priorities, role design, and selection decisions to drive business outcomes. (15%)
• Team Leadership & Capability Building: Build, lead, and develop a high-performing Talent Attraction team with strong capabilities in modern, inclusive, and consultative recruiting. (15%)
• Employer Brand & Candidate Experience: Shape and elevate the organization's employer brand and ensure a consistent, compelling, and inclusive candidate experience end-to-end. (10%)
• Operations, Analytics & Innovation: Own recruiting operations, performance metrics, and technology enablement to drive efficiency, accountability, and continuous improvement. (10%)

EXPERIENCE/QUALIFICATIONS:

• Minimum Degree Required: Bachelor's Degree in a related field ie HR
• Years of experience: 12+ years in HR/Talent Attraction, 7+ years in management
• Strong knowledge and understanding of workday as an applicant tracking system and HRIS platform is preferred.

KNOWLEDGE, SKILLS, AND ABILITY:

• Advanced knowledge of sourcing strategies, candidate assessment tools, and recruitment technologies to drive scalable, high impact hiring outcomes.
• Proven ability to lead, coach, and inspire high-performing teams while managing cross-functional relationships and influencing stakeholders at all levels.
• Skilled in optimizing recruitment workflows, leveraging data and metrics for continuous improvement, and implementing innovative, scalable solutions.
• Demonstrated ability to embed diversity, equity, and inclusion throughout the talent attraction lifecycle to build a representative and equitable workforce.
• Strong business acumen and strategic thinking, with the ability to connect talent strategies to business outcomes and workforce planning needs.
• Experience using external talent market insights and competitive intelligence to inform hiring strategies and employer positioning.
• Exceptional verbal and written communication skills with the ability to build trust and tailor messaging to diverse audiences.
• Ability to navigate complex structures with sound judgment, confidentiality, and adaptability in dynamic environments.

TRAVEL REQUIREMENTS:

• Ability to travel, when necessary, limited to external meetings and conferences.

PHYSICAL REQUIREMENTS:

• Work is normally performed in a typical interior/office work environment.
• No or very limited physical effort is required.
• No or very limited exposure to physical risk.

The starting rate is $137,000 to $150,000 annual. The final candidate's relevant experience/skills will be considered before an offer is extended. Actual starting pay will vary based on non-discriminatory factors including, but not limited to, geographic location, experience, skills, specialty, and education.

ACS provides staff a generous paid time off policy; medical, dental, retirement benefits, wellness programs, and professional development programs to enhance staff skills. Further details on our benefits can be found on our careers site at: jobs.cancer.org/benefits.