• A People First Environment: We make what is important to those we serve important to us.
• Make an Impact: Enhance the quality of life for seniors. 
• Professional Growth: Access to training and career development.

• Medical/Dental
• Flex Time Off
• 401K with Match*
• Life Insurance
• Tuition Reimbursement
• Flexible Spending Account
• Employee Assistance Program

JOB SUMMARY: The Director of Talent Acquisition & Recruitment leads the strategy and operations of BoldAge PACE’s recruitment function to ensure the organization attracts and retains top talent. This role oversees workforce planning, sourcing strategies, employer branding, and full lifecycle recruitment across all sites while leading a team of recruiting professionals focused on high-quality hiring and long-term retention.  The Director creates and manages KPIs and recruitment metrics to drive performance, improve time-to-fill and quality-of-hire, and optimize recruitment processes and technology. This leader partners closely with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to align hiring efforts with organizational priorities, expansion plans, and retention goals. The role plays a key part in supporting BoldAge PACE’s People First culture through strategic hiring practices, operational excellence, and effective team leadership.  This position requires travel to PACE centers and new market locations to support workforce planning, leadership alignment, hiring strategy execution, site openings, and recruiter development. 

ESSENTIAL DUTIES AND RESPONSIBILITIES:  

Leadership, Team Management & Accountability 

• Lead, coach, and develop a high-performing Talent Acquisition team, providing regular 1:1s, feedback, and ongoing performance management.
• Establish clear expectations, drive accountability, and promote a People First leadership culture aligned with BoldAge’s core values.
• Complete timely performance reviews and support individual development plans that strengthen team capability and readiness.
• Partner with HR, Operations, Clinical Leadership, Business Development, Finance, and Executive Leadership to ensure alignment of recruitment strategies with organizational priorities and workforce needs.

Talent Acquisition Strategy & Workforce Planning 

• Develop and execute a comprehensive talent acquisition strategy that supports organizational growth, new site openings, workforce planning, and retention goals.
• Analyze labor market trends, turnover patterns, and staffing forecasts to proactively shape recruitment strategy.
• Embed DEI principles into all recruitment strategies to build diverse pipelines and ensure equitable selection processes across all markets.
• Build and maintain an employer brand that reflects BoldAge’s mission, values, and commitment to exceptional service.

Recruitment Operations & Pipeline Management 

• Oversee full-cycle recruitment for all roles, ensuring efficient, compliant, and consistent processes across all sites.
• Implement innovative sourcing strategies to strengthen pipelines, diversify talent pools, and reduce reliance on external recruitment agencies.

• Drive down external recruitment expenses by optimizing internal sourcing capabilities and improving vendor utilization.
• Ensure operational adherence to staffing ratios, hiring timelines, and service-level expectations for all recruitment activities.
• Partner closely with the Credentialing team to support clinical hiring needs including Medical Directors, Nurse Practitioners, and other licensed professionals by ensuring timely submission of required documentation, coordinating licensure and certification verification, and maintaining alignment between recruitment workflows and credentialing timelines to support compliant, efficient onboarding.

Process Optimization, Technology & Vendor Management 

• Evaluate and optimize recruitment workflows to increase efficiency, accuracy, and scalability across the organization.
• Oversee the performance, utilization, and continuous improvement of ATS, HRIS-supported workflows, digital recruitment tools, and sourcing platforms.
• Manage external recruitment vendors, job boards, and sourcing platforms to ensure cost-effectiveness, performance accountability, and contract compliance.
• Partner with Communications/Marketing to support social media recruitment, employer branding initiatives, and talent marketing campaigns.

Hiring Manager & Candidate Experience 

• Ensure positive, transparent, and professional candidate experience from application through onboarding.
• Partner with hiring managers to support job scoping, interview readiness, selection decisions, and forecasting of hiring needs.
• Provide training and coaching to leaders on interviewing best practices, equitable hiring, and recruitment protocols.

Onboarding Compliance & Industry Requirements 

• Maintain a clear understanding of CMS and state-specific onboarding requirements for home care and ambulatory care environments.
• Ensure all pre-hire and onboarding processes meet federal, state, accreditation, and organizational compliance standards.
• Collaborate with Compliance and HR Operations to ensure documentation, licensure, credentialing, and regulatory onboarding requirements are completed timely and accurately.

Reporting, Metrics & Continuous Improvement 

• Establish and manage KPIs and recruitment dashboards to evaluate performance, identify trends, and inform decision-making.
• Prepare and present recruitment updates, workforce insights, and recommendations to HR Leadership and Executive Leadership.
• Conduct periodic audits of recruitment processes to ensure consistency, compliance, and ongoing improvement.

• Use data to evaluate sourcing effectiveness, hiring conversion rates, time-to-fill, cost-per-hire, and quality-of-hire.

EXPERIENCE AND EDUCATION: 

• Bachelor’s degree required n Human Resources, Business Administration, Healthcare Administration, Organizational Development, ora related field.
• Master’s degree preferred in Human Resources, Business, or related discipline.
• HR or Talent Acquisition-related certification preferred (e.g., SHRM-CP/SCP, PHR/SPHR, AIRS, HCI Talent Acquisition Strategist). Additional training or certification in recruitment marketing, workforce planning, or DEI recruitment practices is a plus.

PRE-EMPLOYMENT REQUIREMENTS:   

• All Employees - Must have reliable transportation, a valid driver's license, and the minimum state required liability auto insurance.   
• Be medically cleared for communicable diseases and have all immunizations up to date before engaging in direct participant contact.   
• Pass a comprehensive criminal background check that may include, but is not limited to, federal and state Medicare/Medicaid exclusion lists, criminal history, education verification, license verification, reference check, and drug screen.