[Hiring] Vice President, Global Talent Acquisition @Medical Solutions, LLC

Role Description

The 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.
  • 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.
  • 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.
  • Build an inclusive, high-performance culture that bridges geographies and time zones.
  • 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.
  • Set strategy for RPO, agency, and vendor partnerships.
  • Drive improvements in cost per hire and recruiter productivity.
• Technology, Data, and Innovation:
  • Own the global recruiting technology strategy and roadmap.
  • Establish enterprise talent acquisition metrics and executive dashboards.
  • 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.
• Employer Brand and Hiring Excellence:
  • Partner with Marketing and Communications to shape a global employer brand and talent value proposition.
  • Set the enterprise standard for selection, including structured interviewing and hiring-manager enablement.
  • Deliver a consistent, high-quality candidate and hiring-manager experience in every market.
  • Develop sourcing and pipeline strategies for critical, hard-to-fill, and leadership roles.
  • Oversee executive and confidential senior leadership searches.
• Change Leadership:
  • Lead enterprise-wide change in talent acquisition.
  • Track recruiting trends, emerging technology, and competitive practices globally.

Qualifications

• 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.
• Deep command of talent acquisition metrics and analytics.
• Experience selecting, implementing, or transforming recruiting technology at enterprise scale.
• Strong knowledge of U.S. employment and recruiting requirements.
• 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.

Pay Range

USD $175,000.00 - USD $200,000.00 /Yr.