[Hiring] Director, Talent Acquisition Strategy @LUX Infusion

Role Description

As a Director, Talent Acquisition Strategy, you play a critical role in ensuring patients receive safe, effective, and timely specialty infusion therapies. Your expertise helps guide medication management, support clinical decision-making, and ensure every prescription is reviewed with accuracy and care.

In this role, you’ll contribute to work that:

• Helps patients feel informed, supported, and confident throughout their treatment journey
• Ensures safe and compliant specialty pharmacy operations
• Supports clinicians, providers, and care teams through clinical expertise and collaboration
• Advances positive patient outcomes through thoughtful medication management and oversight

Everything we do connects back to real people navigating complex healthcare journeys—and this role helps make that journey brighter.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Analytics, or equivalent experience in a related field.
• Minimum of 10 years of progressive talent acquisition or human resources experience, including at least 3 years in a leadership or enterprise recruiting role.
• Demonstrated experience developing and executing talent acquisition strategies across multiple states or on a national scale.
• Strong background in workforce planning, recruiting analytics, dashboard development, and the design and implementation of KPIs.
• Proven ability to analyze recruiting data, identify trends and operational risks, and translate findings into clear recommendations for senior leadership.
• Experience building proactive pipelines and sourcing strategies for high-volume, specialized, clinical, professional, and leadership positions.
• Demonstrated success improving recruiting processes, technology, candidate experience, and hiring-manager effectiveness.
• Demonstrated knowledge of compensation benchmarking, market analysis, internal equity considerations, and offer strategy.
• Knowledge of federal, state, and local laws and regulations applicable to recruiting and hiring across multiple jurisdictions.
• Strong executive communication, stakeholder-management, project-management, and team-leadership skills.

Requirements

• Develop and execute an enterprise-wide talent acquisition strategy aligned with LUX Infusion's growth plans, operating priorities, and long-term workforce needs.
• Partner with Finance, Operations, Human Resources, and business leaders to translate growth projections, turnover trends, labor availability, and productivity expectations into short- and long-term workforce plans.
• Create hiring forecasts, capacity models, prioritization frameworks, and recruiting resource plans that improve organizational readiness and reduce reactive hiring.
• Advise executive leadership on talent availability, geographic labor-market conditions, hiring risks, recruiting investments, and workforce implications of business decisions.
• Establish consistent, equitable, and legally compliant standards for job intake, candidate evaluation, interviewing, selection, and hiring decisions nationwide.
• Support workforce planning and talent acquisition needs for acquisitions, integrations, and new-market expansion as a recurring, core component of this role, not an incidental one.
• Build sustainable talent pipelines for critical, recurring, and difficult-to-fill positions across clinical, operational, professional, and leadership functions.
• Develop data-driven sourcing strategies using labor-market intelligence, geographic analysis, candidate and conversion data, referrals, professional networks, educational partnerships, and digital channels.
• Measure source quality and channel effectiveness to focus recruiting resources on approaches that produce qualified, diverse, and durable hires.
• Develop and maintain a compelling employer value proposition and partner with Marketing and Communications to strengthen the LUX Infusion employment brand.
• Create strategies for passive-candidate engagement, talent-community management, and market-specific outreach within a consistent national framework.
• Evaluate and optimize the end-to-end recruiting process, including requisition approval, sourcing, screening, interviewing, selection, offers, pre-employment requirements, and transition to onboarding.
• Establish recruiting service levels, standardized workflows, clear decision rights, and accountability for recruiters, hiring managers, and business partners.
• Lead the effective use and ongoing optimization of the applicant tracking system, including Greenhouse configuration, workflows, data integrity, reporting, user adoption, and compliance.
• Evaluate recruiting technology and automation opportunities that improve scheduling, candidate engagement, analytics, reporting, and team productivity.
• Partner with Human Resources, IT, Compliance, and Operations to create a coordinated preboarding and onboarding experience that reduces delays and pre-start attrition and accelerates new-hire readiness.
• Use candidate and new-hire feedback to continuously improve the candidate, preboarding, and onboarding experience.
• Develop and maintain a comprehensive talent acquisition measurement framework, including KPIs, dashboards, targets, benchmarks, and reporting standards.
• Track and analyze measures such as hiring-plan attainment, time to fill, time to hire, cost per hire, source effectiveness, pipeline conversion, offer acceptance, candidate withdrawal, recruiter productivity, quality of hire, early retention, and stakeholder satisfaction.
• Conduct regular business reviews with leadership to assess performance, forecast needs, identify risks, and recommend corrective actions or resource changes.
• Ensure data integrity and disciplined system use so recruiting analytics are accurate, timely, consistent, and actionable.
• Develop leading and predictive indicators that allow the organization to anticipate hiring challenges rather than react after vacancies affect operations.
• Lead, coach, and develop the talent acquisition team, establishing clear expectations, performance standards, operating rhythms, and accountability.
• Serve as a strategic advisor to hiring leaders and provide training, tools, and guidance that improve interview quality, decision-making, and candidate engagement.
• Partner with Human Resources and Finance to evaluate compensation competitiveness using market data, internal equity, candidate feedback, offer outcomes, and hiring performance.
• Recommend adjustments to compensation ranges, geographic differentials, hiring incentives, or offer practices when supported by market and performance data.
• Assess when external search firms, agencies, contract recruiters, or other resources are warranted and manage those relationships and investments effectively.
• Manage recruiting spend within the approved annual budget.

Benefits

• Purpose-driven work with real impact
• A patient-first, clinician-led culture
• Supportive, collaborative teammates
• Opportunities to expand your clinical expertise and professional growth
• The chance to help shape the future of specialty infusion care