Senior Director, Talent Acquisition - PACS Services

General Purpose

The Sr.

Director of Talent Acquisition is a strategic, build-and-scale leader responsible for designing and standing up an enterprise Talent Acquisition operating model for PACS Services.

This role will architect the end-to-end talent acquisition framework—from requisition through Day One readiness—including strategy, process, tools, and team capabilities that improve speed of hire, quality of candidates, and the hiring manager experience, while positioning the organization to scale thoughtfully over time.

This role is also responsible for building, leading, and developing the Talent Acquisition team over time, aligned to the phased roadmap and operating model.

This is intentionally a builder role, not a transactional recruiting leadership position.

The Sr.

Director will focus first on designing the model, establishing direction, and delivering early, high-impact wins, even if not all elements of the future-state model are fully implemented.

Success is defined by clarity of direction, disciplined sequencing, and demonstrated value to hiring leaders, not by immediate enterprise-wide adoption.

The role holds direct authority for Talent Acquisition within PACS Services (Corporate Functions) and operates as an enterprise center of excellence—providing tools, frameworks, and expertise to regional and facility leaders through partnership and influence rather than mandate.

Essential Duties

Enterprise Talent Acquisition Operating Model


* Design and document a clear, end-to-end Talent Acquisition operating model for PACS Services, spanning requisition intake, sourcing, screening, selection, offer, pre-hire readiness, and transition into onboarding.


* Establish a multi-year TA roadmap with defined sequencing, milestones, and decision points that guide how the function will be built and scaled over time.


* Make intentional tradeoffs regarding what is built first, what follows, and what is deferred—balancing rigor with practicality.


* Continuously refine the model based on outcomes, feedback, and organizational readiness.

Authority, Partnership & Scope


* Own Talent Acquisition standards, processes, and tools for PACS Services, with authority to require adoption within Corporate Functions.


* Serve as an internal advisory resource to regional recruiting teams, providing guidance, tools, playbooks, and best practices on an opt-in basis.


* Maintain a light-touch, on-demand support posture with facility HR locals and Administrators.


* Partner collaboratively with Corporate recruiters focused on Administrator and Administrator-in-Training (AIT) hiring, without direct reporting authority.

Tools, Process & Enablement


* Design recruiting tools, templates, and playbooks that improve consistency, speed, compliance, and candidate quality before scaling execution.


* Evaluate and implement recruiting technologies where they demonstrably improve outcomes and the candidate experience.

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