As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, belonging, integrity, quality and trust that are integral to our mission. EO/AA

The Director of Talent Acquisition and Workforce Planning is responsible for designing and executing enterprise-wide strategies to attract, hire, and retain top-tier talent. This position leads innovative sourcing, recruitment, and workforce development strategies aligned with institutional goals. The Director partners closely with senior HR and operational leadership to ensure that recruitment strategies are proactive, data-informed, and responsive to both short- and long-term workforce demands. This role is pivotal in advancing the institution's reputation as an employer of choice in healthcare and education while contributing to a culture of service excellence, and continuous improvement.

Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

This posting will be removed on July 1, 2025.

Strategic Leadership and Workforce Planning

• Lead the development and execution of a comprehensive talent acquisition strategy that aligns with the organization’s strategic workforce plan, addressing workforce supply, demand, capability, and succession.
• Serve as a strategic partner to senior leaders, providing consultative expertise on workforce trends, hiring forecasts, and organizational capability gaps.
• Anticipate internal and external labor market dynamics and position the organization to be competitive through employer branding, technology innovation, and inclusive hiring practices.

Talent Acquisition Operations

• Oversee all recruitment functions, including sourcing, marketing, screening, interviewing, selection, onboarding, and executive recruitment.
• Drive a high-touch, service-oriented recruitment model that enhances hiring manager experience and supports a diverse and mission-driven workforce.
• Leverage AI-powered tools and automation to enhance efficiency, increase recruitment velocity, and enable the team to focus on high-impact strategic work.
• Ensure recruitment efforts reflect core values and belonging.

Workforce Development

• Lead strategic workforce development initiatives in partnership with operational leaders, including internal pipeline programs, apprenticeships, upskilling, and career mobility strategies.
• Oversee curriculum development, program delivery, evaluation, and vocational partnerships to build a sustainable, future-ready workforce.
• Champion internal talent mobility by providing tools and counseling that support employee- manager in development discussions, long-term employee career planning, and access to development, training, and educational resources.

Data Driven Decision Making

• Monitor and report on key performance indicators such as time-to-fill, source effectiveness, vacancy rates, and turnover trends.
• Utilize analytics to refine recruitment strategies and demonstrate return on investment in talent acquisition initiatives.
• Establish benchmarking practices and continuous quality improvement processes to optimize performance.

Compliance and Risk Management

• Ensure adherence to federal, state, and local employment laws, accreditation standards, and institutional policies.
• Proactively manage risk by identifying recruitment-related compliance issues and implementing preventative measures.

Team Leadership Development

• Lead, mentor, and develop a high-performance team of recruitment and workforce development professionals.
• Recruit, train, and empower staff to use technology and automation that enhances operational performance.
• Foster a culture of collaboration, accountability, innovation, and continuous learning.
• Manage department budgets, vendor relationships, and technology platforms supporting recruitment and talent development.

Stakeholder and Community Engagement

• Cultivate partnerships with educational institutions, community organizations, and workforce boards to build external pipelines and enhance visibility of the organization as an employer of choice.
• Represent the institution in workforce development consortiums, industry events, and community workforce initiatives.

Financial Management

• Responsible for developing, monitoring and achieving budget goals.
• Manages labor and non-labor expenses to budget or flex budget.
• Manages and provides strategic recommendations for the sign-on bonus administration and relocation assistance program.

EPE/Service

• Responsible for upholding PROMISE standards of direct reports and team members.

Quality

• Responsible to achieve quality goals for assigned area(s).
• Manages and promotes continuous process improvements in assigned area(s).

Performance Management

• Responsible to provide staff feedback on performance, including on-time appraisals and coaching.
• Responsible to deal with conflicts in a proactive manner and to reach resolution in a timely manner.

Building Relationships

• Forms positive relationships with staff, peers, and senior leadership to support the mission, vision, values, and performance standards of the organization.
• Actively engages staff with updates and news as well as involving staff in decisions and work teams. Provides feedback and recognition when appropriate.

Knowledge / Skills / Abilities

• Deep understanding of talent acquisition strategy, workforce analytics, labor market trends, and organizational development principles.

• Demonstrated success leading enterprise-level recruitment functions and workforce programs in large, high-volume settings.

• Proven experience deploying AI-powered tools and automation platforms to enhance recruiting effectiveness.

• Strong analytical skills and ability to translate data into actionable insights.

• Knowledge of healthcare industry trends, directions, major issues, regulatory considerations, and trendsetters.

• Knowledge and understanding of the purpose and impact of DNV on Accreditation of Healthcare Organizations.

• Knowledge of and ability to use techniques to identify, select, retain and relocate qualified personnel both internally and externally, for a wide range of positions.

• Demonstrated leadership, human relations, and effective communication skills.

• Ability to determine the appropriate staff mix to support patient and customer needs.

• Knowledge of hospital business operations and demonstrated strategic planning skills.

• Knowledge of budgeting practices, reporting analysis, and forecasting.

Qualifications

Required

• Bachelor's degree in Health Care Administration, Business Administration, related area, or the equivalency.
• Minimum of 8 years of progressive experience in talent acquisition, human capital strategy, or workforce development, preferably within healthcare, higher education, or complex matrixed environments.

Preferred

• Master's degree in Health Care Administration, Business Administration, related area, or the equivalency.

Working Conditions and Physical Demands

Employee must be able to meet the following requirements with or without an accommodation.

• This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.