Associate Vice President of Talent Acquisition & Talent Management

AVP of Talent Acquisition and Talent Management, Jackson Health System, Full Time, Days

Jackson Health System Department: Human Resource Address: 1611 NW 12th Ave, Miami, Florida, 33136

Shift details: Full-Time, Days

Job Summary

The Associate Vice President (AVP) of Talent Acquisition & Talent Management is a strategic executive leader responsible for designing and driving Jackson Health Systems enterprise-wide talent acquisition, onboarding, and talent development strategies. This role shapes the future of Jacksons workforce by leveraging data, predictive analytics, and market insights to inform workforce planning, recruitment, internal mobility, and leadership pipeline development. The AVP leads high-performing teams across recruitment and talent management and partners closely with senior leaders to align people strategies with operational goals. Through innovation, collaboration, and data-driven decision-making, the AVP helps build a diverse, agile, and future-ready workforce that advances the mission of the health system.

Responsibilities

Strategic Leadership

Design and lead an integrated talent acquisition, onboarding, talent management and culture strategy aligned with Jacksons mission, vision, values and system-wide workforce priorities.

Partner with the CHRO, hospital presidents, and operational executives to anticipate talent gaps and align strategy with business growth, clinical expansion, and operational readiness.

Translate organizational priorities into scalable talent solutions that address current demands while preparing for future workforce evolution.

Act as a strategic advisor to executive and operational leaders, aligning talent priorities with financial, clinical, and patient experience goals.

Represent Talent Acquisition and Talent Management in enterprise initiatives, union partnerships, and strategic planning efforts.

Serve as a key member of the senior HR leadership team in driving change management that support leadership alignment and cultural transformation.

Workforce Planning & Analytics

Establish and maintain a system of talent metrics and performance dashboards that guide decision-making at the executive level.

Use data and analytics to track sourcing efficiency, time-to-fill, quality-of-hire, internal mobility, retention, onboarding effectiveness, and talent readiness.

Leverage internal and market labor analytics to proactively address talent risks and opportunities, including hard-to-fill roles and turnover hotspots.

Collaborate with clinical and operations leaders in developing and implementing actionable insights integrating workforce data into workforce management solutions.

Recruitment Operations

Oversee recruitment operations across all facilities and service lines, ensuring consistency, speed, and quality in hiring practices.

Lead the evolution of recruitment marketing and digital strategies to enhance employer brand, attract mission-aligned candidates, and expand reach into diverse talent pools.

Create tailored approaches to executive recruitment, physician/provider hiring, and hard-to-fill specialty roles.

Continuously evaluate and optimize organizational design, technology, and workflows to support system growth and operational efficiency.

New Hire Onboarding

Oversee the enterprise onboarding strategy, ensuring a consistent, seamless, engaging, and scalable experience that accelerates employee performance and retention.

Partner with HR Compliance, Learning & Development, Clinical Education and operational leaders to align onboarding process with role requirements, compliance needs, and organizational culture.

Ensure recruitment and onboarding processes are consistently in adherence with all internal policies, regulatory and compliance requirements.

Leverage onboarding metrics and auditing processes to monitor onboarding efficiency and effectiveness.

Implement initiatives to continuously improve the new hire experience and reduce first-year employee turnover.

Talent Management & Workforce Development

Drive strategic workforce planning in partnership with operational and HR leaders, translating data into workforce models and staffing solutions.

Lead the design of enterprise frameworks for succession planning, leadership development, and career mobility.

Collaborate with Organizational Development to align learning programs with skill gaps, leadership pipelines, and future workforce capabilities.

Team Leadership

Lead and develop a high-performing leadership team across Talent Acquisition and Talent Management functions, setting clear goals, expectations, and service standards.

Foster a collaborative, service-oriented and results-driven team culture that models the CARE values.

Develop performance metrics to drive a culture of accountability, customer service, and continuous improvement.

Experience

Generally requires 7 to 10 years of related experience. Management experience is required.

Education

Bachelors degree in related field is required. Masters degree is strongly preferred.

Skill

General Competencies:

• Ability to analyze, organize and prioritize work accurately while meeting multiple deadlines.
• Ability to communicate effectively in both oral and written form.
• Ability to handle difficult and stressful situations with critical thinking and professional composure.
• Ability to understand and follow instructions.
• Ability to exercise sound and independent judgment.
• Knowledge and skill in use of job appropriate technology and software applications.

Management Competencies:

• Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• Skill in monitoring/assessing the performance to make improvements or take corrective action.
• Skill in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
• Ability to plan, implement, and evaluate programs.
• Ability to establish goals and objectives.
• Ability to recognize, analyze, and solve a variety of problems.

Unit Specific Competencies:

• Must have excellent presentation, verbal and written skills.
• Must have general understanding of compensation, benefits, and HRIS administration.
• Must have excellent communication skills with the ability to develop constructive relationships with internal and external clients.

Credentials

Professional HR certification (SPHR, SHRM-SCP, or equivalent) preferred.

Jackson Health System is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, age, or any other status protected by law.