OverviewThe Vice President, Global Talent Acquisition is the enterprise leader for how Medical Solutions attracts, selects, and hires talent across its U.S. (onshore) and Philippines (offshore) operations. This executive sets the global talent acquisition vision and operating model, advises the executive leadership team on workforce strategy, and leads a multi-country recruiting organization through its leaders.
The VP has full accountability for both the onshore and offshore talent acquisition teams, including their people, budget, technology, vendors, and results. This leader builds one integrated function with shared standards, shared data, and a consistent experience, while respecting the local market, cultural, and regulatory realities of each country.
Success is measured by how reliably the function delivers the talent the business plan requires, at the right quality, speed, and cost. It is also measured by candidate and hiring-manager experience, cost efficiency across the onshore and offshore delivery model, and the strength of the talent acquisition leadership bench.
Responsibilities
Enterprise Talent Strategy
- Set the global talent acquisition vision, strategy, and multi-year roadmap, aligned to Medical Solutions' growth strategy and enterprise workforce plan.
- Serve as a trusted advisor to the executive leadership team on talent supply, labor-market conditions, workforce risk, and organizational capability. Provide talent insights for Board updates as needed.
- Partner with Finance and business leaders on annual and long-range workforce planning, including headcount, location strategy, and the right mix of onshore and offshore talent.
- As a member of the HR leadership team, shape the broader people strategy and connect talent acquisition to workforce planning, internal mobility, total rewards, and retention.
Global Operating Model: Onshore and Offshore
- Lead and integrate the U.S. and Philippines talent acquisition teams into one global function with a shared strategy, standards, metrics, and technology.
- Design the global operating model, including centers of excellence (sourcing, recruiting operations, employer brand, and analytics), service-delivery tiers, and the clear division of work between onshore and offshore teams.
- Build offshore recruiting capability and capacity that scales, including expanding the Philippines team's support of U.S. hiring where it improves speed, quality, or cost.
- Ensure talent acquisition practices comply with employment, privacy, and recruiting requirements in each country, including U.S. EEO and OFCCP obligations and Philippine labor and data privacy law, in partnership with Legal and HR.
- Advise on location strategy and entry into new talent markets as the business grows.
Organizational Leadership
- Lead a multi-level, multi-country organization through Directors and Managers. Set direction, hold leaders accountable for results, and build a strong succession bench.
- Design the organization's structure, roles, career paths, and capacity model so the function can flex with business demand.
- Build an inclusive, high-performance culture that bridges geographies and time zones and is grounded in accountability, trust, and continuous learning.
- Develop leaders on both teams and raise talent acquisition capability across the function.
Financial and Vendor Stewardship
- Own the global talent acquisition budget, including staffing, technology, advertising, agency, and vendor spend. Manage to plan and report on return on investment.
- Set strategy for RPO, agency, and vendor partnerships. Negotiate contracts, manage performance, and consolidate where it adds value.
- Drive improvements in cost per hire and recruiter productivity, including thoughtful use of the offshore delivery model.
Technology, Data, and Innovation
- Own the global recruiting technology strategy and roadmap (ATS, CRM, sourcing, assessment, and AI-enabled tools), with one source of truth for talent data across both markets.
- Establish enterprise talent acquisition metrics and executive dashboards, including hiring-plan attainment, time to fill, quality of hire, cost per hire, funnel conversion, slate diversity, and candidate and hiring-manager satisfaction.
- Use data and market intelligence to anticipate hiring needs, diagnose gaps, and guide executive decisions.
- Lead the responsible adoption of AI and automation in recruiting, with governance for fairness, privacy, and compliance.
Employer Brand and Hiring Excellence
- Partner with Marketing and Communications to shape a global employer brand and talent value proposition that works in each market.
- Set the enterprise standard for selection, including structured interviewing, hiring-manager enablement, and sound hiring decisions.
- Deliver a consistent, high-quality candidate and hiring-manager experience in every market, from first contact through onboarding.
- Develop sourcing and pipeline strategies for critical, hard-to-fill, and leadership roles, and broaden access to qualified, diverse talent.
- Oversee executive and confidential senior leadership searches, and personally lead select executive searches.
Change Leadership
- Lead enterprise-wide change in talent acquisition, including operating-model shifts, new technology, organizational changes, and integration of acquired businesses as applicable. Bring stakeholders along and sustain adoption.
- Track recruiting trends, emerging technology, and competitive practices globally, and turn relevant insights into recommendations for executive leadership.
Qualifications
Required
- Bachelor's degree in Business, Human Resources, or a related field, or equivalent experience.
- 12+ years of progressive talent acquisition experience, including 6+ years leading talent acquisition functions at the director level or above.
- Experience leading a multi-level talent acquisition organization through Directors or Managers, including teams in more than one country.
- Direct leadership of offshore or global shared-services recruiting teams, ideally in the Philippines or another major offshore market.
- Proven record of designing and executing an enterprise talent acquisition strategy and operating model that supported significant business growth.
- Experience owning a multimillion-dollar talent acquisition budget and managing RPO, agency, and vendor relationships.
- Track record as a trusted advisor to C-suite leaders, with the executive presence to influence workforce decisions using data and market insight.
- Deep command of talent acquisition metrics and analytics, including building executive-level reporting.
- Experience selecting, implementing, or transforming recruiting technology at enterprise scale, including AI-enabled tools.
- Strong knowledge of U.S. employment and recruiting requirements, including EEO and OFCCP/affirmative action, and working knowledge of international employment considerations.
- Demonstrated ability to lead large-scale change and build scalable processes across geographies.
- Excellent executive communication, consultation, and facilitation skills.
- Sound judgment and discretion with confidential information.
Preferred
- Master's degree or MBA.
- Experience in healthcare staffing, healthcare, or professional services.
- Experience building or scaling an offshore recruiting center or global capability center.
- Experience integrating talent acquisition teams after a merger or acquisition.
- SHRM-SCP, SPHR, or talent acquisition certification.
#LI-GS1
Pay RangeUSD $175,000.00 - USD $200,000.00 /Yr.
