Vice President Talent Acquisition

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The possibilities are endless...
 
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
 
If this describes you then let’s talk!
 
HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $372,100.00 - $447,400.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.What you will be doing

Vice President, Talent Acquisition 

Position Overview

The Vice President of Talent Acquisition will lead the organization’s talent acquisition strategy, building the people, processes, technology, and partnerships required to attract and hire exceptional talent at scale. This executive will serve as a strategic advisor to the senior leadership team, translating business objectives into a high-performing talent strategy.

The VP of Talent Acquisition will oversee all aspects of recruiting, executive search, employer brand, talent operations, workforce planning, and recruiting technology. The ideal candidate is a strategic, data-driven, and hands-on talent leader with a proven track record of building high-performing recruiting organizations in complex, fast-growing healthcare environments.

Key ResponsibilitiesTalent Acquisition Strategy

• Develop and execute a comprehensive, enterprise-wide talent acquisition strategy aligned with the company’s growth and business objectives.
• Partner with the CHRO and executive team, and business leaders to anticipate talent needs and develop scalable hiring plans.
• Establish recruiting strategies for critical, specialized, executive, physician, and high-volume roles.
• Build long-term talent pipelines and strengthen the organization’s ability to compete for highly sought-after talent.
• Develop and maintain workforce planning and talent forecasting capabilities.

Leadership & Team Development

• Lead, develop, and inspire a high-performing global Talent Acquisition organization.
• Establish a culture of accountability, collaboration, continuous improvement, and exceptional candidate experience.
• Build organizational capabilities, career paths, operating models, and performance expectations for the recruiting function.
• Coach and advise recruiting leaders and senior business stakeholders.

Executive & Strategic Recruiting

• Personally oversee and/or advise on executive and highly strategic searches.
• Partner with senior leadership and boards, when appropriate, on critical leadership appointments.
• Develop succession-oriented external talent pipelines for key leadership and business-critical positions.
• Ensure consistent, high-quality assessment and selection practices across the organization.

Employer Brand & Candidate Experience

• Strengthen the company’s employer value proposition and talent brand.
• Develop strategies to attract diverse, high-caliber talent across key markets.
• Ensure a differentiated, consistent, and engaging candidate experience from initial outreach through onboarding.
• Partner with Marketing and Communications to strengthen the organization's reputation as an employer of choice.

Recruiting Operations, Technology & Analytics

• Establish scalable recruiting processes, systems, and operating models.
• Optimize the use of the ATS, CRM, sourcing platforms, assessment tools, AI-enabled recruiting technologies, and other talent solutions.
• Develop meaningful talent acquisition metrics and dashboards, including time-to-fill, quality of hire, source effectiveness, funnel conversion, offer acceptance, diversity representation, and recruiting cost.
• Use data and market intelligence to continuously improve recruiting performance and hiring outcomes.
• Ensure appropriate governance, compliance, and risk management across talent acquisition activities.

Diversity, Equity & Inclusion

• Develop talent acquisition strategies that expand access to qualified and diverse candidate pools.
• Embed equitable and consistent practices throughout sourcing, interviewing, assessment, and selection.
• Partner with HR and business leaders to identify and address barriers within the hiring process.

Vendor & Budget Management

• Own the Talent Acquisition budget and optimize recruiting investments.
• Manage relationships with executive search firms, recruiting agencies, technology providers, and other strategic partners.
• Establish clear performance expectations and ROI measures for external recruiting partners.

Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment. Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.