Job Description Summary:

The Talent Acquisition & Workforce Planning Director is responsible for all aspects of talent acquisition from designing recruiting strategy, effectively building and managing relationships with stakeholders, leading and inspiring a recruiting team, and achieving headcount targets and all KPIs. Leads recruiting practice and drives continual innovation and enhancements in talent acquisition strategy and service delivery to enable our business to exceed its growth and revenue targets. As the leader of the Talent Acquisition organization, this role will have tremendous influence and will impact the future of hiring at FCS through cross-functional and business leader partnerships. This role functions as a key partner in planning, designing, and executing FCS Talent Acquisition & Workforce Planning for the entire organization.

Demonstrates working knowledge of all facets of role, relevant regulations, and organizational and departmental policies and procedures. Performs other duties and projects as assigned. Performs all duties in accordance with regulatory requirements and organizational policies and procedures.

Primary Key Performance Areas

KPA 1 – Talent and Workforce Planning Strategy

• Develop and execute sound, practice across the talent strategy for FCS for talent acquisition and workforce planning.
• Provide expertise, strategic consulting, partner and collaborate, use thought leadership to help drive effective recruitment strategies.
• Oversees development of strategies, tools, and processes to strengthen the organization and support the recruitment team, employees, managers, physicians.
• Collaborate with other HR leaders to execute best practices for the Recruitment and pre-employment experience.
• Develops a highly competent, strategically focused team of HR Recruitment Coordinators that work effectively, efficiently, creatively, and collaboratively with individuals and teams throughout HR and practices. Experts in industry and region.
• Collaborates with other HR functional leaders to coordinate development targeted workforce planning strategies.
• Identify gaps, and plan processes to support practice and region.
• Support operational TA recruiters to influence change outside their span of control that will improve talent acquisition, workforce planning, and retention.

KPA 2 - HR compliance and policy

• Maintains knowledge of laws, regulations, and best practices across all FCS locations in each state as it relates to Talent.
• Tracks, audits, presents on key TA policy and state, federal, license, agency requirements.
• Serve as an execution partner for TA Analytics, informing process design, supporting implementations, and driving ongoing compliance to standards
• Develops key metrics to provide insight into hiring status, turnover, and retention.

KPA 3 –Supervision of Team Members

• Understand and co-create solutions for performance, opportunities, and challenges of the talent acquisition team
• Supervise a Manager of Talent Acquisition.
• HR team admin/coordinator dotted line for support.

KPA 4 – Recruitment and Retention Strategies and Reporting

• Develop Recruitment and Retention program, standard, the process for FCS to effectively recruit.
• Use goal and objective setting to establish organization-wide focus and measurable results.
• Establish recruitment and retention plans aligned with mission, vision, role, and FCS model.
• Ensure accuracy and integrity of organizational data within the Talent Acquisition Team.

KPA 5 – Transitions/Acquisitions

• Serves as a liaison to ensure smooth integration of new centers, the closing of centers as it related to the oversight and project management of workforce planning.
• Develop best practices on processes that will be utilized during all recruitment and or retention initiatives continuously improving the execution and integration processes.
• Serves as Talent management lead on transition team meetings and partners with HR functional leaders on due diligence and analysis to ensure all efforts are coordinated and operational staffing risks are identified and addressed during due diligence for opening or merging clinics.
• Maintain awareness of current trends in Talent Acquisition and Workforce Planning and understand statutory and regulatory requirements affecting Recruitment.
• Performs other duties and projects as assigned.

Position Qualifications/Requirements

1. Education:
   • Bachelor’s degree (or equivalent experience) in Human Resources, Management, Business, or related discipline is preferred.
   • Master's degree a plus.
2. Certifications/Licenses:
   • PHR or SHRM Certification a plus, but not required.
   • Workday Pro Certification a plus.
   • Valid state Driver’s License for travel to satellite offices and offsite meetings. Compliance with the company Driver Safety Operations and Motor Vehicle Records Check Policy is required.
3. Previous Experience:
   • 5 plus years of talent management and workforce planning operations experience. Focus on talent acquisition and workforce planning
   • Healthcare experience preferred.
   • 5 years’ experience in transition/acquisition management.
   • 5 years’ experience managing HR people/teams.
   • Workday experience preferred.
   • Experience working across multiple geographies in a virtual working environment, fully utilizing technology and communication tools
   • Ability to be flexible and adaptable in a fast-paced environment
   • Ability to work independently and as part of a team.
4. Core Capabilities
   • Analysis & Critical Thinking: Critical thinking skills including solid problem solving, analysis, decision-making, planning, time management, and organizational skills. Must be detailed oriented with the ability to exercise independent judgment.
   • Interpersonal Effectiveness: Developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation skills, and diversity awareness. Ability to work effectively with sensitive and confidential material and sometimes emotionally charged matters.
   • Communication Skills: Good command of the English language. Second language is an asset but not required. Effective communication skills (oral, written, presentation), is an active listener, and effectively provides balanced feedback.
   • Customer Service & Organizational Awareness: Strong customer focus. Ability to build an engaging culture of quality, performance effectiveness, and operational excellence through best practices, strong business and political acumen, collaboration, and partnerships, as well as positive employee, physician, and community relations.
   • Self-Management: Effectively manages own time, conflicting priorities, self, stress, and professional development. Self-motivated and self-starter with the ability to work independently with limited supervision. Ability to work remotely effectively as required.
   • Must be able to work effectively in a fast-paced, multi-site environment with demonstrated ability to juggle competing priorities and demands from a variety of stakeholders and sites.
   • Computer Skills:
     • Expert in MS Office Word, Excel, PowerPoint, and Outlook required.
     • Workday experience required.

5. Travel: 0% <25% 26-50% 51%-75% >75%
6. Standard Core Workdays/Hours: Monday to Friday 8:00 AM – 5:00 PM.
7. Essential Physical Requirements: refer to last page of job description for job specific physical and mental requirements.

Expectations for all Employees

Every FCS employee is expected to regularly conduct themselves in a professional and respectful manner, to comply with all labor laws, workplace policy and workplace practices. Employees are expected to bring issues of any forms of workplace harassment, discrimination or other potential improprieties to the attention of their management or the human resources department.

FCS has defined and adopted a set of C.A.R.E values that every employee is expected to follow. They are:

Continuously Support the Patient/Customer.

Our team delivers results by providing compassionate oncology and hematology services with continued focus on the patient.

Always Do the Right Thing.

We are committed to personal excellence, accountability, and integrity. We abide by the highest regulatory standards, perform in the most ethical manner, and take responsibility for our actions.

Respectfully Engage.

We foster positive relationships, encourage diversity of thought, and promote trust among our teams and customers. We encourage healthy debate and respect the thoughts and opinions of others. We believe that the talent, skills and expertise of our people are our most important assets.

Exceed Expectations.

We strive to provide excellence in all that we do. We create a standard of caring that goes above and beyond while embracing change in support of continuous improvement for our patients.

This job description reflects the general duties and responsibilities necessary to describe the principal functions of the job, as identified, and shall not be considered an exhaustive list of job responsibilities which may be inherent in the job. To perform this job successfully, an individual must be able to perform each essential duty or KPA satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. The responsibilities listed may be subject to change at any time and individuals may be asked to perform duties outside of their regular responsibilities to support ongoing business operation needs.

Employee Signature PRINT NAME Date