Job Information

Providence Vice President Talent Acquisition in Irvine, California


The Vice President Talent Acquisition identifies the need for and develops the solutions for effective and scalable talent acquisition strategies to attract and retain the best talent for clinical and corporate roles. This role has accountability for existing and emerging markets/roles as well as corporate/shared functions. The VP Talent Acquisition is responsible for leading best practices in sourcing, implementation of strategies, candidate selection methodologies, and talent pipeline development. This is in support of a large TA organization that fills 30,000+ positions per year, internally and externally, including more than 15,000 in nursing, 10,000 in allied health, and 5,000-10,000 in corporate functions.

The VP closely partners with clinical and corporate senior leadership to understand business needs and align and manage TA efforts to support short-term and long-term organizational objectives. This position leads a large, geographically dispersed team of directors, managers, and individual contributors ranging from early career to subject matter specialists and experts.

The VP will be adept at developing and maintaining strong internal and external relationships at all levels. This individual must be a skilled business person who can deliver best and “next” practices recruiting and think strategically about the overall corporate strategy and objectives. The person in this role must be able to anticipate change and new requirements, and lead those changes. Change efforts are large scale, system-wide, and require training, communications, and robust stakeholder management.

Work in collaboration with the Business Leaders, Talent team, HR Business Partners, HR Operations and Centers of Expertise to ensure alignment of needs to the strategies of Providence.


  • Lead and manage all talent acquisition efforts to support the hiring of approx. 30,000 employees per year.

  • Design and implement a cohesive talent acquisition strategy to support the system’s strategic and growth initiatives, including strategies to differentiate Providence from other companies recruiting for the same top talent, and different brands within the system’s family of brands

  • Develops processes and systems to ensure candidates have an experience consistent with the Providence brand: Know me, Care for me, Ease my way

  • Develops national, regional, and local marketing plans to ensure desired candidate populations are aware of, attracted to, and inspired to join the marketed entity and/or larger system

  • Provides leadership and direction to the organization in order to meet the staffing strategies and priorities of all service areas. Regularly meets with and strives to influence Chief Executives and Human Resource leaders to ensure needs are known and plans are developed and executed to meet them.

  • Identify and operationalize best practices as they relate to processes, tools, systems, training, and metrics to support and track the success of the staffing function, based on internal customer satisfaction and measurable targets/goals.

  • Provide leadership on the strategic framework, program design, technology and implementation of workforce planning to support system and regional business lines in preparing for talent shortages and future skill needs.

  • Leads development and implementation of system-wide support programs, such as Relocation, Background Checking, Reference Checking, Sourcing, Military/Veteran recruitment, Resident RN recruitment, Diversity recruitment, Assessment/Selection methodology, Internal Transfer/internal mobility, Employee Referral Programs, Employer Value Proposition (EVP), and onboarding/assimilation.

  • Develop sourcing strategies to identify passive talent in known and unknown markets, ensuring that Providence casts a wide net and attracts individuals from beyond its boundaries, as needed to fill talent gaps

  • Provide direction and planning to lead the development of talent insights that will support HR’s business case for people strategies with focus on delivery during the annual strategic planning cycle. Partners with OS&D and TM&L, as well as Workforce Intelligence, to align workforce strategies in talent acquisition, leadership development, succession planning, diversity and inclusion, and workforce planning.

  • Build and develop a strong functional team through effective recruiting, training, coaching, team building and succession planning. Work in concert with director(s) to articulate goals for staff development plans; guide a skills gap assessment to ensure that staff are being trained appropriately.

  • Manages virtual teams effectively and ensures resources are allocated appropriately and skills / competencies to deliver results.

  • Integrates Mission throughout each step of the Talent Acquisition process.

  • Effectively develop and communicate the employer brand through all staffing communications to ensure the attraction of a high performing workforce.

  • Administration and approval of the Talent Acquisition department budget. Develops and manages a budget that can meet the needs of the organization, manage to cost per hire, develop ways to lower costs, supported by efficient staff management

  • Development of policies, procedures and business rules for the Talent Acquisition process to assure that applicants for employment are processed quickly and defensibly, with keen interest in hiring the best possible candidate and reducing 90-day and first-year turnover through attention to quality of hire.

  • Ensure candidate experience reflects the culture and values of Providence.

  • Develops a college recruitment program that assures a pipeline of future clinical staff, fellows, residents and interns so that Providence is seen as “Employer of Choice” to college graduates and others new to the job market. This includes advocacy and collaboration with public and private organizations to open access to critical skilled educational opportunities.

  • Provides strategic direction and operational support to internal executive recruiting function, including supporting technology needs, training as needed, and alignment across role levels that may be recruited for by different individuals, but with a shared ‘customer’ and shared accountabilities

  • Develops working relationships with external recruiters, vendors of temporary staff and traveling personnel, and other talent acquisition vendors and suppliers, to ensure external partners are available on-demand for critical talent and programmatic needs and that they represent Providence and its brands appropriately to external parties

  • Uses measurements to predict needs and signal course correction. Prepares and presents metrics that monitors and assesses recruitment and employment activities and assures the employment strategies and tactics are on target to meet organizational needs. Ensures reporting capabilities at regional as well as system level, to ensure both are informed and held accountable for targets and progress toward them.

  • Ensures the recruitment and sourcing process attracts diverse candidate pools, in alignment with populations within the communities we serve and affirmative action goals


  • At least 8 years as a senior level HR leader, with 5 or more years leading a function that requires both complex, large-scale production-oriented solutions and niche, targeted, low-talent-availability strategies. Experience in an organization with multiple geographic requirements and employee population of 100k or greater.

  • Bachelor’s degree required, Masters or MBA Preferred.

  • Senior leadership experience within a large organization, as might be acquired from 10 or more years leading in an organization of 100k+ employees, distributed across multiple states.

  • Experience with innovative use of technology, social media, and multi-modal talent acquisition methods.

  • Experience in leading within a matrixed HR Delivery System.

  • Experience moving organizations from decentralized to centralized HR environments and moving employee and management base to technology-based and centralized services (preferred).

  • Experience in HR strategic planning and working through local business partnerships, service center environment and centers of expertise to achieve aligned objectives.

  • Experience working directly with (non-HR) System Level executives to achieve strategic initiatives.

  • Initiates new ideas as well as delivers what is requested.

  • Has established and built large and effective teams.

  • Knowledge of changing health care delivery models (how CCO’s and ACO’s are staffed, new requirements for nursing, etc.).

  • Knowledge of physician and health plan staffing needs.

  • Is reflective and instills trust through openness and honesty with others.

  • Has self-knowledge of their personal talents and non-talents and acknowledges and utilizes others for balance. Works with team to ensure the same.

  • Instinctively includes others when making decision-making and/or thinking through challenges.

  • Easily and comfortably takes command without alienating others. Others gravitate to them as a leader who brings people together to solve challenges, issues or set a strategic direction.

  • Has a consistent preference for high levels of customer service and motivates others to ensure the same customer intensity. Uses measurement in a positive way to motivate and create accountability.

  • Works towards the common good, but ensures those most vulnerable are cared for when making decisions or guiding the organization strategically.

  • Handles conflict immediately and effectively and is respectfully direct to achieve a positive result

  • Can flex and adjust to a changing environment and to different groups and situations in order to achieve the right mission and values-centered results/decisions.

  • Prioritizes objectives and makes decisions that are aligned with the strategic needs and values of an organization versus personal and/or functional needs.

  • Has a track record of achieving results and has an energy level that instills a sense of urgency in others when organizational and/or customer needs are at stake.

  • Actively supports and incorporates the mission and core values into daily activities.

  • Treats all others with respect and demonstrates excellence, justice and compassion in daily work and relationships with others.

About Providence

At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.

The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.

Check out our benefits page for more information about our Benefits and Rewards.

Requsition ID: 160198
Company: Providence Jobs
Job Category: Talent Acquisition
Job Function: Human Resources
Job Schedule: Full time
Job Shift: Day
Career Track: Leadership
Department: 4015 SS HR 4
Address: WA Renton 2001 Lind Ave SW
Pay Range: $231K - $315K
The amounts listed are the base pay range; additional compensation may be available for this role, such as shift differentials, standby/on-call, overtime, premiums, extra shift incentives, or bonus opportunities.
Check out our benefits page for more information about our Benefits and Rewards.

Providence is proud to be an Equal Opportunity Employer. Providence does not discriminate on the basis of race, color, gender, disability, veteran, military status, religion, age, creed, national origin, sexual identity or expression, sexual orientation, marital status, genetic information, or any other basis prohibited by local, state, or federal law.