Rogers Behavioral Health

Vice President of Talent Acquisition

Executive Drive, Oconomowoc, WI · Exec

Sponsorship not specifiedDetected 7 days ago

RecruitingLeadership

About the role

This leader will bring steady, experienced focus to keep talent acquisition strong and consistent through that kind of change.
Reaching, handling, grasping and manual dexterity are necessary to operate various pieces of office of equipment.
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Responsibilities

Lead the Talent Acquisition function enterprise-wide, setting strategy, structure, and staffing infrastructure to support clinical, operational, and corporate hiring across a multi-state footprint.
Partner with the CHRO and senior leaders on workforce and talent planning, translating growth, seasonality, and staffing needs into proactive, forward-looking recruiting strategy.
Partner with executive and operational leaders through organizational restructuring and periods of significant change, maintaining talent continuity, managing workforce transitions with care, and helping rebuild team structures without losing momentum or key talent.
Own and continuously improve the recruiting technology stack - including ATS, sourcing platforms, and automation - ensuring the function operates efficiently and scales with hiring demand.
Partner with HR and operational leaders to strengthen new hire retention, with particular focus on the critical 0-90-day experience - ensuring a strong handoff from recruiting to onboarding, high-quality early engagement, and a candidate experience that carries through into a positive first-year employee experience.
Navigate labor relations considerations with skill, understanding how collective bargaining agreements intersect with workforce planning and staffing, and working effectively within union environments to maintain strong, consistent recruiting and hiring practices.
Build campus, early-career, and clinical pipeline development programs - including university and training program partnerships - that create a sustainable long-term talent supply for clinical and corporate roles.
Design and lead recruiting operations, including intake, requisition management, offer strategy, and process governance, to ensure a consistent, high-quality experience for hiring managers and candidates alike.
Build fluency in the financial and operational drivers behind workforce decisions - including staffing costs, operating margins, and mission sustainability - to inform smarter, more credible talent strategy conversations with finance, operations, and clinical leadership.
Serve as a trusted partner to leaders across HR, Finance, Operations, and Clinical teams, extending talent acquisition's influence into broader workforce, culture, and organizational development conversations as the role grows in scope.

Requirements

10+ years of progressive talent acquisition leadership experience, including leading TA functions at scale.
Hands-on experience with applicant tracking systems (ATS) and modern recruiting technology.
Multi-state recruiting experience in a complex, decentralized organization.
Experience leading talent acquisition through organizational restructuring, workforce transitions, or periods of significant change.
A track record of partnering with HR and operations to improve new hire retention
Experience working in a unionized or partially unionized environment, with working knowledge of how collective bargaining agreements affect staffing, scheduling, and workforce planning.
Master's degree required (MA, MS, or MBA).
Must be able to work independently and complete assignments within specified times.
must be capable of lifting a minimum of twenty (20) pounds.
Verbal and hearing ability required to interact with employees.

Nice to have

Track record of leading high-volume recruiting environments across multiple sites or states.
Deep expertise across recruiting technology platforms and ATS optimization.
Experience implementing or optimizing AI-assisted recruiting tools and predictive hiring analytics.
Experience designing and executing inclusive sourcing and selection strategies.
Nonprofit or mission-driven organization experience.
Demonstrated trajectory toward broader talent and workforce leadership responsibilities.
Employee share program
Flex spending accounts

Compensation

Partner with Total Rewards to deeply understand Rogers' compensation and benefits positioning — using that knowledge to strengthen offer strategy, close rates, and the candidate-facing Employee Value Proposition.

Benefits

Understands how compensation, benefits, and career development combine to form a compelling Employee Value Proposition - and uses that knowledge to win competitive offers and strengthen the Rogers employer brand.
The Vice President of Talent Acquisition will lead and elevate the talent acquisition function at one of the nation's leading nonprofit behavioral health systems.
Design and scale proactive sourcing strategies and talent pipelines that ensure a consistent, high-quality flow of candidates for hard-to-fill clinical, psychiatric, and behavioral health roles.
Build and elevate Rogers' employer brand across digital, social, and community channels, positioning the organization as a destination employer in behavioral health and strengthening candidate awareness and engagement.
Partner with Total Rewards to deeply understand Rogers' compensation and benefits positioning - using that knowledge to strengthen offer strategy, close rates, and the candidate-facing Employee Value Proposition.
Build, mentor, and develop a high-performing talent acquisition team, creating a culture of continuous learning, accountability, and professional growth within the function.

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This listing is sourced directly from Rogers Behavioral Health's careers page and normalized into a canonical job model.