The Executive Recruitment Director is responsible for leading the full executive recruitment function for the organization. Operating under limited supervision while exercising independent judgment and leadership, this role identifies, attracts, assesses, and places top tier executive talent while ensuring alignment with organizational strategy, leadership expectations, and cultural fit.
The Director partners closely with senior leaders, HR Business Partners, and the Executive Leadership Team (ELT) to define search strategies, drive candidate evaluation, and maintain a high quality, confidential, and professional search process.
ESSENTIAL RESPONSIBILITIES / DUTIES:
- Executive Hiring Strategy & Leadership: Leads the enterprise-wide executive recruitment function by establishing strategies, priorities, execution models, and governance frameworks; owns the end-to-end lifecycle for all executive searches including sourcing, assessment, selection, and offer negotiation.
- Stakeholder Consultation & Alignment: Partners directly with the CHRO, CEO, and Executive Leadership Team (ELT) to define leadership profiles, core competencies, role scopes, and evaluation standards aligned with long-term succession planning.
- Search Execution & Talent Identification: Conducts proactive talent mapping, market scans, and competitive intelligence to identify high-potential senior talent; manages relationships and contract deliverables with external retained search firms to ensure cost-effective, high-quality delivery.
- Candidate Experience & Selection Advisory: Advises and coaches senior hiring leaders on structured interviewing techniques, selection discipline, and data-driven decision-making; facilitates formal interview debriefs and ensures a highly confidential, seamless experience for candidates.
- Process & Governance Frameworks: Maintains a consistent, transparent, and compliant executive hiring process by partnering with compensation, legal, and executive offer governance frameworks; provides regular talent metrics and strategic insights to HR leadership to inform executive workforce planning.
(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required).
JOB REQUIREMENTS
REQUIRED EDUCATION AND EXPERIENCE:
- Bachelor’s degree and 10+ years of progressive experience in Talent Acquisition, including at least 5 years leading executive‑level or retained search work and managing VP, SVP, and C‑suite searches in complex, fast-paced environments advising senior stakeholders; or equivalent combination of education and experience.
PREFERRED EDUCATION AND EXPERIENCE:
- Master's degree and experience working inside a large, matrixed organization overseeing enterprise‑wide executive recruitment, including prior experience partnering directly with a CHRO, CEO, or Compensation Committee on high-stakes leadership placements.
CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:
- N/A
CERTIFICATES, LICENSES, REGISTRATIONS PREFERRED:
- SHRM‑CP, SHRM‑SCP, PHR, SPHR, or equivalent HR professional certification.
- AESC (Association of Executive Search and Leadership Consultants) or similar executive‑search‑specific certification.
KNOWLEDGE, SKILLS & ABILITIES (KSAs):
- Executive Market Expertise: Advanced knowledge of executive talent markets, executive compensation alignment, leadership assessment frameworks, and search methodologies.
- Strategic Advisement: Strong consultative and negotiation skills with the ability to influence, guide, and advise C‑suite and executive stakeholders through sensitive talent decisions.
- Communication & Presentation: Exceptional relationship-building skills and executive presence necessary to represent the organization to top-tier external talent
- Confidentiality & Discretion: Ability to manage high-stakes, highly sensitive information with complete professionalism and sound judgment.
- Project Management: Ability to manage multiple complex, high-priority executive searches simultaneously while maintaining quality, compliance, and speed
Compensation Range:
$122,000.00- $177,000.00This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being.
NOTE: This range is based on Boston-area data, and is subject to modification based on geographic location.
Equal Opportunity Employer/Disabled/Veterans
According to the FTC, there has been a rise in employment offer scams. Our current job openings are listed on our website and applications are received only through our website. We do not ask or require downloads of any applications, or “apps” job offers are not extended over text messages or social media platforms. We do not ask individuals to purchase equipment for or prior to employment.
Skills Required
- Bachelor's degree
- 10+ years progressive experience in Talent Acquisition
- At least 5 years leading executive-level or retained search work, managing VP/SVP/C-suite searches
- Experience advising and partnering with CHRO, CEO, Executive Leadership Team on high-stakes leadership placements
- Lead enterprise-wide executive recruitment strategy, governance, and end-to-end search lifecycle ownership
- Proactive talent mapping, market scans, competitive intelligence, and managing relationships with retained search firms
- Ability to coach senior hiring leaders on structured interviewing, selection discipline, and data-driven decision-making
- Demonstrated confidentiality, discretion, executive presence, and strong stakeholder influence/communication skills
- Project management ability to manage multiple complex, high-priority executive searches simultaneously
- Master's degree and experience in a large matrixed organization overseeing enterprise-wide executive recruitment
- SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR professional certification
- AESC or similar executive-search-specific certification
Boston Medical Center (BMC) Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Boston Medical Center (BMC) and has not been reviewed or approved by Boston Medical Center (BMC).
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Pay Growth & Progression — Recent union agreements delivered significant raises for nurses and many non‑RN groups, lifting pay levels in those cohorts. Feedback suggests these structured increases improved satisfaction for roles covered by the contracts.
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Affordable Benefits — An option for a no‑premium medical plan, strong pharmacy discounts, and low‑cost same‑day care position healthcare as cost‑effective. Additional programs like diabetes support and coaching further reduce out‑of‑pocket burden.
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Leave & Time Off Breadth — Full‑time staff receive a large PTO bank that grows over time and extended parental leave for birth or adoption. Colleagues also have access to emergency child and elder care supports and childcare discounts.
Boston Medical Center (BMC) Insights
What We Do
Boston Medical Center, located in Boston’s historic South End, is a private, not-for-profit, 567-bed, academic medical center and the primary teaching affiliate for Boston University School of Medicine. Recognized for its high-quality, nationally ranked and comprehensive medical care for the entire family, patients have access to the most current treatment and advancements at BMC. BMC physicians lead the way in pioneering new therapies that impact the care of patients locally and worldwide. In 2013, BMC made the decision to invest in a four-year campus redesign that includes additions to buildings, upgrades to existing structures, and an expansion of the Emergency Department. Once completed, the redesign will provide clinical workspaces with state-of-the-art facilities and equipment to solve BMC's most pressing care delivery needs. Already complete, the hospital’s Shapiro Center is Boston’s newest outpatient care facility and features a quarter-million square feet of clinic space, key support services, one of the region’s most technologically advanced pharmacies, and a bright, spacious café. Housed in a facility that provides world-class, patient-centered care at every visit, BMC doctors are among the best in their field. Many are recognized annually as “Top Doctors” in their medical and surgical specialties by publications such as U.S. News & World Report and Boston magazine. Boston Medical Center is also the largest safety net hospital in New England and extends into the community as a founding partner of Boston HealthNet, a network of 15 community health centers throughout Boston serving more than a quarter million people annually. No matter whom you meet at BMC, all are committed to providing every patient and family member with the highest quality of care, respect, warmth and compassion.
