About Our Client: Our client is a leading community health organization.
Position Scope:
The Senior Director, Talent Acquisition is a leader responsible for transforming recruiting into a precision science that drives revenue growth and competitive advantage. This role oversees the evolution from traditional recruiting to an AI-powered, human-centered talent ecosystem that delivers better scale, quality, and strategic growth through intelligent talent decisions. The role combines strategic oversight with hands-on execution of high-volume recruiting operations, ensuring both quality and efficiency in talent seeking and delivery.
Responsibilities:
AI & Technology Modernization
- Champion, in partnership with HR Transformations, the end‑to‑end AI transformation of talent acquisition to improve speed, quality, scalability, and client delivery outcomes, leveraging conversational AI, talent intelligence, automated screening, skills matching, predictive analytics, and digital interviewing, etc.
- Design and deliver an integrated TA technology roadmap that consolidates fragmented tools into a unified, AI‑enabled ecosystem (e.g., Workday, Paradox, Indeed, talent intelligence, and assessment platforms); including continual review of innovation, tech and market improvements, and emerging best practices to ensure the organization is on the leading edge
- Pilot, scale, and measure return on investment of AI‑enabled solutions across efficiency, candidate and employee experience, hiring effectiveness, and recruiter productivity
- Partner with HR Transformations, Digital, and LPC to lead technology procurement, vendor strategy, systems integration, and data security for TA platforms
- Build recruiter capability as “AI orchestrators” by developing skills in tool adoption, prompt engineering, interpretation of AI insights, and exception management
- Continuously monitor the talent technology and innovation landscape; recommend strategic investments aligned to business growth, workforce risk mitigation, and client needs
- Redesign and redevelop the TA model within the organization to move to a skills-based model
- Shifting TA from a fulfillment centre to a value-realization function supporting the identification and procurement of talented and skilled staff through multiple existing and emerging buy/borrow approaches (i.e. offshore, IC, consulting, hire – PT, FT, perm/term-limited, gig, etc.)
- Design and manage aspects of the internal-external marketplace for work; includes managing provider or other (ex alumni) networks
- Build ‘managed service’ recruiting capability to support the development of a new Profit and Loss business line under the Managed Services umbrella…with assigned team functioning as outsourced ‘in-house’ recruiters for client organization (i.e. differentiated from agency ‘by role’ approaches)
Framework Creation, Execution & Business Partnership
- Develop 12–24 month talent acquisition roadmaps aligned to client demand, organizational growth, transformation priorities, and critical capability requirements
- Integrate talent acquisition with strategic workforce planning by forecasting demand, identifying capability gaps, and advising on build/buy/borrow decisions to enable timely, cost-effective delivery; includes identification of temp buy/borrow with recommendations to build internally to offset costs while gaining required talent
- Serve as a trusted advisor on talent market dynamics, competitive intelligence, labor trends, and emerging workforce risks and opportunities impacting service delivery and growth; support RFP work to determine likelihood and regional costs to procure the staff necessary to fulfill bid contracts informing go and no-go decisioning based on workforce availability
- Strengthen TA’s role as a business partner through quarterly business reviews, data driven insights, and proactive talent intelligence that informs executive decision making
TA Centers of Excellence
Assessment
- Design and govern a science-based assessment strategy using validated cognitive, behavioral, technical, and cultural tools to improve hiring accuracy, performance outcomes, and long-term retention
- Partner with business and talent solutions to develop role specific, skills-based, and job/skill family-based competency models and structured, evidence-based selection frameworks aligned to business-critical capabilities, with assessment against proficiency-levels
- Ensure all assessment practices are legally defensible, bias mitigated, predictive of performance, and deliver a positive, inclusive candidate experience
- Build flow-through for critical roles that takes identified skill/capability proficiency gaps for new hires, and formulates customized onboarding plans designed to support skill/capability gap mitigation
Internal Mobility & Talent Marketplace
- Partner with other HR COEs to design and launch an internal talent marketplace that enables skills-based matching, transparent career pathways, and equitable access to opportunity
- Develop skills adjacency models that surface non-obvious internal talent, (potentially) reduce external hiring dependency, and accelerate time-to-capability
- Partner with Leadership, Learning & Development and Talent Management to deliver an integrated “grow and flow” talent strategy that balances development, mobility, and workforce sustainability
- Track business impact through internal fill rates, cost avoidance, retention outcomes, and employee engagement with mobility programs
- Build processes and enablers to match staff skills to job and gig opportunities, to increase/impact internal mobility and the experiential growth associated
- Work through specific practices to support the identified hiring of mission-critical and hard-to-fill roles, working in alignment with succession planning and talent teams
Campus & Early Career Talent Pipelines
- Oversee the campus and early-career recruiting strategy, aligned to future capability needs, priority programs, diversity partnerships, and geographic demand
- Design intern-to-hire pipelines, rotational programs, and early-career development pathways in partnership with Learning & Development
- Build, sustain and continue long-term university and institutional partnerships to strengthen employer brand presence and secure sustainable talent pipelines
- Develop alternative talent pathways—including placements, returnships, bootcamp partnerships, and skills first hiring pilots—to expand access and address emerging skill gaps
- Build and manage an internal career centre to support staff through talent pathways, integrating support to internal mobilization strategies/approaches
Corporate Recruitment Strategy & Governance
- Establish enterprise-wide talent acquisition standards, frameworks, and quality controls across sourcing, assessment, selection, and candidate experience
- Enable hiring leaders through structured intake consultations, interview capability building, bias-aware decision-making, and clear role accountability
- Lead employer brand strategy and end-to-end candidate experience design across all hiring channels and touchpoints
- Govern DEIA goals with clear accountability mechanisms across recruitment practices
- Build TA team capability through recruiting excellence programs, career pathways, coaching, and continuous (capability) development
Innovation, Metrics & Continuous Improvement
- Design and own an enterprise TA scorecard (typically: covering quality of hire, retention, time-to-fill, cost-per-hire, candidate experience (NPS), offer acceptance, internal fill rates, and overall business impact
- Deliver dashboards and establish monthly and quarterly operating rhythms to review performance, surface risks, and drive corrective action
- Embed a culture of disciplined experimentation by piloting new approaches, scaling proven solutions, and retiring low-value activity
- Conduct regular TA process audits to identify compliance risks, inefficiencies, bias, and improvement opportunities
- Lead continuous improvement through process optimization, automation, and adoption of leading practices to strengthen scalability and performance
High Volume Recruitment Oversight & Team Leadership
Provide strategic oversight and governance for high-volume hiring (distribution centers, retail, cohorts, seasonal)
- Partner with Director of TA Operations to deliver volume targets while maintaining quality and candidate experience
- Design scalable, repeatable processes for high-volume channels, including apply-to-hire automation, mobile-first applications, rapid screening, and cohort onboarding
- Monitor key metrics (time-to-fill, cost-per-hire, quality, early retention) and intervene when performance gaps arise
- Approve major process changes, technology investments, and vendor partnerships supporting high-volume recruiting
- Ensure high-volume strategies align with employer brand, candidate experience principles, and anticipated DEIA commitments
- Recruit networks of gig/external contingent workforce (… provider network)
Leadership & Management
- Build a collaborative team culture across HR and the broader business, champion professional and respectful behaviour, drive a coaching mindset to support high performance of teams and foster an inclusive environment
- Effectively manage human and financial resources; including performance management, staff engagement, compliance requirements, procurement, and budget management
- Model exemplary leadership attitudes, behaviours, and capabilities consistent with the organization’s Health Values, including a relentless focus on person-centred care, psychological safety, excellence, accountability, empowerment, and innovation.
- Inspire and enable individuals and teams to adopt evidence-informed, leading practices to ensure that the HR function is current/relevant; ensure staff are properly trained, have the skills/capabilities/attitudes to be successful, and are constantly developing and adapting in the face of change
- Foster a continuous improvement environment and a learning culture, in full support of all aspects of our People Everything approach.
- Provide coaching and feedback to support individual and team optimization, practice co-design and human- centred design approaches, create a psychologically safe workplace and highly engaged teams.
Education and Experience:
- Undergraduate degree in HR, Psychology, Business, or related field
- Experience in field operations organizations with distributed workforce, healthcare experience is a bonus
- Certification in assessment or project management
- 10+ years of progressive talent acquisition leadership, including 5+ years in senior strategic roles within enterprise-scale (2,000+ employees or multi-geography) organizations
- Proven track record transforming TA functions through technology modernization, process innovation, and capability building
- Deep domain expertise across campus, corporate, high-volume, executive search, and internal mobility hiring
- Advanced knowledge of AI-enabled recruiting, talent intelligence platforms, ATS/CRM systems, conversational AI, and talent marketplaces
- Strong grounding in assessment and selection science, including competency modeling, structured interviewing, and psychometric tools
- Demonstrated success delivering high-volume hiring with quality, efficiency, and measurable business impact
Required Skills and Knowledge:
Strategic, Technical & Analytical Capability
- Systems thinker able to diagnose complex talent challenges and design integrated, enterprise-wide solutions
- Data-driven decision-maker skilled in analytics, scorecards, ROI measurement, and predictive insights
- Experience translating business strategy and workforce planning into scalable hiring frameworks and capability roadmaps
- Understanding of AI/ML applications in recruiting, including ethical AI and fairness principles
Leadership & Influence
- Collaborative, enterprise-minded leader with strong executive advisory capability and stakeholder influence
- Proven ability to lead large-scale change, influence without authority, and build cross-functional consensus
- High emotional intelligence balanced with operational rigor and disciplined execution
- Experimentation mindset with ability to pilot new approaches, iterate, and scale what works
Success Metrics
- Quality of hire and retention rates for new hires
- Time-to-fill and cost-per-hire improvements
- Internal mobility rate and internal fill ratio
- Candidate experience scores and offer acceptance rates
- Recruiter productivity and efficiency gains
- Diversity representation in hiring pipelines and new hire cohorts, related to DEIA roadmap
- Technology adoption (AI & Other) and ROI metrics
- Business stakeholder satisfaction scores
Application Instructions:
To apply, please send a resume to Allison Dwyer at Dwyer@summitsearchgroup.com
Summit Search Group is a fair and equitable search firm. We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the recruitment and selection process.
Allison Dwyer
Job ID
AD0323
City
- Toronto, ON
Remuneration
$130-151k base salary + 10% bonus
Allison Dwyer
Job ID
AD0323
City
- Toronto, ON
Remuneration
$130-151k base salary + 10% bonus 