Director - Talent Acquisition
HCA Healthcare - India
Reports directly to (Title): Director or Senior Director, Business Operations
Matrix reports to (Title): As applicable based on functional alignment
Direct Reports: Individual contributor; no direct reports
Created / Last Revised: -
Job Code: -
Position Summary
The Director, Talent Acquisition leads the GCN Talent Acquisition function, with accountability for high-volume recruitment, recruitment administration, talent attraction, and talent acquisition technology. This role translates business objectives established in partnership with the US Talent Acquisition team into clear delivery priorities, operating plans, and measurable outcomes.
The Director leads a team of talent acquisition professionals responsible for day-to-day recruiting operations and service delivery. The role sets direction, allocates resources based on changing business demand, monitors performance, develops talent, and ensures consistent execution across the function. Success requires strong people leadership, executive presence, data-driven decision-making, and the ability to operate effectively in a fast-paced, high-demand, matrixed environment.
Responsibilities
Talent Acquisition Delivery Leadership
- Lead the day-to-day work, priorities, and outcomes of the GCN Talent Acquisition function across high-volume recruitment, recruitment administration, talent attraction, and talent acquisition technology.
- Translate business objectives and service expectations established with the US Talent Acquisition team into actionable operating plans, team priorities, and measurable deliverables.
- Assess changing business needs and shift resources, workloads, and priorities to maintain service levels and deliver critical hiring outcomes.
- Establish clear accountability for execution, quality, responsiveness, and candidate and stakeholder experience across the function.
- Lead, coach, and develop a team of talent acquisition professionals, providing ongoing direction, feedback, and support.
- Set individual and team goals, monitor performance, address performance gaps, and recognize strong contributions.
- Build team capability through coaching, knowledge sharing, succession planning, and targeted development activities.
- Foster a high-performance, collaborative, and inclusive culture focused on accountability, continuous improvement, and customer service.
- Monitor recruiting and operational metrics, identify trends and risks, and initiate corrective actions when performance is not aligned with objectives.
- Prepare and present the monthly Management Operating Review (MOR), including performance results, key insights, risks, resource needs, and recommended actions.
- Provide daily, weekly, and monthly reporting to senior leadership and key stakeholders, ensuring data is accurate, timely, and decision-ready.
- Use data and Power BI reporting to improve visibility, guide resource decisions, and drive operational performance.
- Serve as a primary Talent Acquisition partner to US and GCN stakeholders, building strong relationships and maintaining alignment on priorities, expectations, and outcomes.
- Communicate clearly and proactively regarding delivery status, capacity, risks, dependencies, and changes in business demand.
- Present recommendations and performance updates to senior leaders with confidence, clarity, and appropriate executive presence.
- Partner across functions to resolve issues, improve processes, support technology adoption, and strengthen end-to-end Talent Acquisition delivery.
- Bachelor's degree required.
- Minimum of 14 years of progressive experience in Talent Acquisition, recruiting operations, or a closely related field.
- Demonstrated experience leading a Talent Acquisition delivery team, including accountability for day-to-day operations, performance, and business outcomes.
- Experience supporting high-volume recruitment and managing delivery in a complex, fast-paced, and matrixed environment.
- Experience presenting operational performance, metrics, risks, and recommendations to senior leadership.
- Strong people leadership, coaching, and performance management capabilities.
- Excellent written and verbal communication skills, with the ability to influence stakeholders and communicate effectively with senior leadership.
- Demonstrated executive presence and confidence presenting performance results, risks, and recommendations.
- Ability to lead in a fast-paced, high-demand environment while balancing competing priorities and shifting resources as business needs change.
- Strong operational judgment and the ability to use metrics and insights to drive decisions and improve performance.
- Proficiency with Microsoft Office, Outlook, Power BI, and applicant tracking systems (ATS).
- Strong stakeholder management skills and the ability to work effectively across geographies, functions, and levels of the organization.
N/A
Licenses, Certifications & Training
N/A
Knowledge, Skills, Abilities, Behaviors
- Provides clear direction, establishes accountability, and creates alignment across teams and stakeholders.
- Demonstrates sound judgment, business acumen, and composure when navigating ambiguity, competing demands, and time-sensitive issues.
- Communicates with clarity and credibility and adapts messages appropriately for team members, business partners, and executives.
- Builds trust, collaborates effectively, and maintains strong partnerships with US and GCN stakeholders.
- Uses data to identify trends, assess performance, make resource decisions, and recommend practical actions.
- Develops talent through coaching, timely feedback, performance management, and meaningful growth opportunities.
- Operates with urgency, resilience, ownership, and a strong commitment to service quality and business outcomes.
- Handles confidential candidate, employee, and business information appropriately and consistently demonstrates ethical leadership.