Director of Talent Acquisition

This role extends beyond execution to shape how NewGen competes for and secures talent in a highly dynamic market. Reporting to the Vice President of Talent Management, the Director of Talent Acquisition will bring deep labor market insight, strong relationship capital, and innovative approaches to build a high-performing, mission-aligned workforce.

Salary range: $150k-$165k

We believe in cultivating a family culture and thrive on person-centered care, while building a positive culture focused on a shared vision, trust, communication and collaboration. Our mission is to provide compassionate, quality care that focuses on the unique needs of our residents and families. We believe in teamwork, respect, appreciation, and integrity.

What makes us special?

• UKG Wallet - access to earned wages before pay day
• Competitive Wages!
• Great benefits – Medical, dental, and vision coverage
• Growth Opportunities
• Continuing Education / Training Opportunities

Are you ready to contribute to a team, committed to excellent customer service and dedicated to each individual’s unique talent?

If yes, we are ready to meet you!

As a leader within HR, this individual will oversee talent acquisition strategy, directly recruit for executive and back-office roles, drive workforce planning efforts, and cultivate external partnerships that strengthen talent pipelines and employer brand presence.

This is an opportunity for a forward-thinking leader who thrives at the intersection of strategy, influence, and execution.

Key Responsibilities

1. Talent Strategy & Workforce Planning
   1. Develop and lead a comprehensive, forward-looking talent acquisition strategy aligned with organizational goals
   2. Partner with executive leadership to forecast workforce needs and align hiring strategies with long-term priorities
   3. Translate labor market trends and organizational data into actionable talent strategies
   4. Drive workforce planning initiatives that ensure organizational readiness and sustainability
2. Strategic Talent Acquisition Oversight
   1. Oversee full-cycle recruitment across the organization, ensuring consistency, quality, and efficiency
   2. Directly recruit for executive and back-office roles.
   3. Establish and implement best-in-class, competency-based selection practices
   4. Guide and support hiring leaders in making effective hiring decisions
   5. Oversee offer strategy, ensuring alignment with market conditions and internal equity
   6. Ensure a high-quality candidate experience across all touchpoints
3. Leadership & Team Management
   1. Lead, develop, and mentor a team of recruiters and talent professionals
   2. Set performance expectations, monitor outcomes, and build team capability
   3. Foster a culture of accountability, continuous improvement, and service excellence
   4. Allocate resources effectively to meet organizational hiring demands
4. Talent Market Intelligence & Competitive Positioning
   1. Serve as the organization’s subject matter expert on labor market dynamics
   2. Provide leadership with insights on talent availability, compensation trends, and competitor activity
   3. Develop innovative strategies to address hiring challenges and talent gaps
   4. Identify and activate emerging and nontraditional talent pipelines
5. Strategic Sourcing & Pipeline Development
   1. Build and sustain diverse, high-quality pipelines for critical and hard-to-fill roles
   2. Oversee proactive sourcing strategies, including passive candidate engagement
   3. Expand access to talent through partnerships, networks, and digital sourcing tools
   4. Ensure long-term pipeline health through ongoing engagement strategies
6. Employer Brand & Talent Engagement
   1. Lead the development and execution of employer branding strategies
   2. Shape and communicate a compelling employee value proposition
   3. Partner with leadership to elevate the organization’s reputation in key talent markets
   4. Leverage storytelling, digital platforms, and outreach strategies to attract diverse talent
7. Stakeholder Partnership & Executive Influence
   1. Act as a strategic advisor to senior leaders on talent acquisition and workforce strategy
   2. Lead intake and consultation processes to define hiring needs and approaches
   3. Influence decision-making through data, insights, and expertise
   4. Collaborate cross-functionally to ensure alignment, compliance, and operational effectiveness
8. Operations, Analytics & Continuous Improvement
   1. Oversee recruiting operations, systems, and data integrity (UKG Kronos)
   2. Establish and monitor key performance metrics (e.g., time-to-fill, quality of hire, diversity outcomes)
   3. Drive continuous improvement in processes, tools, and candidate experience
   4. Contribute to broader HR and organizational strategy initiatives

Qualifications Required

• Bachelor’s degree in human resources, Business, or a related field
• 8–10+ years of progressive experience in talent acquisition, including leadership responsibilities and people management
• Demonstrated success leading recruitment strategy in complex and/or high-volume environments
• Proven ability to build and leverage diverse talent pipelines and networks
• Experience advising senior leaders on talent strategy and labor market dynamics
• Strong expertise in sourcing strategies, tools, and recruitment technologies
• Exceptional leadership, communication, and stakeholder management skills

Preferred

• Experience in skilled nursing, human services, or healthcare
• Background in employer branding, recruitment marketing, or talent strategy
• Familiarity with ATS/HRIS platforms (e.g., UKG Kronos)

Core Competencies

• Strategic talent leadership & workforce planning
• Executive influence & stakeholder partnership
• Talent market intelligence & competitive positioning
• Employer brand strategy & storytelling
• Relationship capital & external engagement
• Innovation in sourcing and pipeline development
• Data-driven decision-making
• Results orientation and organizational agility

Equal Opportunity Employer

All qualified applicants will be considered for employment without regard to race, color, religion, sex, gender identity, sexual orientation, age, national origin, veteran or disability status, or any other characteristic protected by law.

Pay Transparency Statement

Compensation for roles varies depending on a wide array of factors including but not limited to the location, role, skill set and level of experience. As required by state or local law, we provide a reasonable pay scale to include the hourly or salary range that we reasonably expect to pay for roles, as stated above.