Director, Talent Acquisition Strategy

At LUX Infusion were reimagining infusion care to be more human supportive and connected. Inspired by luxmeaning light - we guide patients providers and partners through complex therapies with clarity compassion and confidence.

As a clinician-led U.S.-based organization we put people first - helping patients feel seen and supported through faster therapy starts dedicated care coordination and meaningful collaboration. Our commitment to inclusion diversity equity and advancement (IDEA) is central to our culture ensuring every team member feels valued and empowered to make a difference.

Were looking for a Director Talent Acquisition Strategy who wants their work to mean somethingsomeone who brings care accountability and purpose to what they do every day.

Location: Overland Park KS or Plantation FL or Remote

Schedule:

• Monday - Friday 8:00 AM - 5:00 PM

As a Director Talent Acquisition Strategy you play a critical role in ensuring patients receive safe effective and timely specialty infusion therapies. Your expertise helps guide medication management support clinical decision-making and ensure every prescription is reviewed with accuracy and care.

In this role youll contribute to work that:

• Helps patients feel informed supported and confident throughout their treatment journey
• Ensures safe and compliant specialty pharmacy operations
• Supports clinicians providers and care teams through clinical expertise and collaboration
• Advances positive patient outcomes through thoughtful medication management and oversight

Everything we do connects back to real people navigating complex healthcare journeysand this role helps make that journey brighter.

The Director Talent Acquisition Strategy leads the development and execution of LUX Infusions enterprise-wide talent acquisition strategy. This role is responsible for building a scalable data-driven recruiting function that anticipates workforce needs and supports clinical operational professional and leadership hiring across multiple states and markets.

The Director partners closely with executive leadership Human Resources Finance Operations and hiring leaders to translate business plans into workforce strategies; strengthen the employer brand and talent pipelines; optimize recruiting and onboarding processes; and use meaningful KPIs and analytics to improve hiring outcomes. The ideal candidate is a strategic hands-on leader who can build systems influence stakeholders and operate effectively in a fast-paced growing organization. Success in this role requires the ability to connect enterprise strategy with disciplined execution create transparency through reliable data and build a recruiting function that consistently delivers talent needed for growth.

Talent Acquisition Strategy and Workforce Planning
Develop and execute an enterprise-wide talent acquisition strategy aligned with LUX Infusions growth plans operating priorities and long-term workforce needs.
Partner with Finance Operations Human Resources and business leaders to translate growth projections turnover trends labor availability and productivity expectations into short- and long-term workforce plans.
Create hiring forecasts capacity models prioritization frameworks and recruiting resource plans that improve organizational readiness and reduce reactive hiring.
Advise executive leadership on talent availability geographic labor-market conditions hiring risks recruiting investments and workforce implications of business decisions.
Establish consistent equitable and legally compliant standards for job intake candidate evaluation interviewing selection and hiring decisions nationwide.
Support workforce planning and talent acquisition needs for acquisitions integrations and new-market expansion as a recurring core component of this role not an incidental one.

Sourcing Pipeline Development and Employer Brand
Build sustainable talent pipelines for critical recurring and difficult-to-fill positions across clinical operational professional and leadership functions.
Develop data-driven sourcing strategies using labor-market intelligence geographic analysis candidate and conversion data referrals professional networks educational partnerships and digital channels.
Measure source quality and channel effectiveness to focus recruiting resources on approaches that produce qualified durable hires drawn from broad candidate pools.
Develop and maintain a compelling employer value proposition and partner with Marketing and Communications to strengthen the LUX Infusion employment brand.
Create strategies for passive-candidate engagement talent-community management and market-specific outreach within a consistent national framework.

Recruiting Operations Technology and Onboarding
Evaluate and optimize the end-to-end recruiting process including requisition approval sourcing screening interviewing selection offers pre-employment requirements and transition to onboarding.
Establish recruiting service levels standardized workflows clear decision rights and accountability for recruiters hiring managers and business partners.
Lead the effective use and ongoing optimization of the applicant tracking system including Greenhouse configuration workflows data integrity reporting user adoption and compliance.
Evaluate recruiting technology and automation opportunities that improve scheduling candidate engagement analytics reporting and team productivity and confirm that any automated or AI-assisted screening tools comply with applicable law.
Partner with Human Resources IT Compliance and Operations to create a coordinated preboarding and onboarding experience including licensure and credential verification and federal exclusion screening where applicable that reduces delays and pre-start attrition and accelerates new-hire readiness.
Use candidate and new-hire feedback to continuously improve the candidate preboarding and onboarding experience.

Analytics KPIs and Continuous Improvement
Develop and maintain a comprehensive talent acquisition measurement framework including KPIs dashboards targets benchmarks and reporting standards.
Track and analyze measures such as hiring-plan attainment time to fill time to hire cost per hire source effectiveness pipeline conversion offer acceptance candidate withdrawal recruiter productivity quality of hire early retention and stakeholder satisfaction.
Conduct regular business reviews with leadership to assess performance forecast needs identify risks and recommend corrective actions or resource changes.
Ensure data integrity and disciplined system use so recruiting analytics are accurate timely consistent and actionable.
Develop leading and predictive indicators that allow the organization to anticipate hiring challenges rather than react after vacancies affect operations.

Leadership Partnership and Compensation Review
Lead coach and develop the talent acquisition team establishing clear expectations performance standards operating rhythms and accountability.
Serve as a strategic advisor to hiring leaders and provide training tools and guidance that improve interview quality decision-making and candidate engagement.
Partner with Human Resources and Finance to evaluate compensation competitiveness using market data internal equity candidate feedback offer outcomes and hiring performance.
Recommend adjustments to compensation ranges geographic differentials hiring incentives or offer practices when supported by market and performance data.
Assess when external search firms agencies contract recruiters or other resources are warranted and manage those relationships and investments effectively.
Manage recruiting spend within the approved annual budget.

NON-ESSENTIAL FUNCTIONS & RESPONSIBILITIES
Represent LUX Infusion at recruiting events professional conferences educational programs and community partnerships as appropriate.
Support enterprise projects and special workforce initiatives as requested.
Maintain professional knowledge of recruiting practices labor-market trends technology and applicable employment laws.
Participate in quality assurance compliance and process audits as directed.
Perform other related duties as assigned.

Bachelors degree in Human Resources Business Administration Organizational Development Analytics or equivalent experience in a related field.
Minimum of 10 years of progressive talent acquisition or human resources experience including at least 5 years in a leadership or enterprise recruiting role.
Demonstrated experience developing and executing talent acquisition strategies across multiple states or on a national scale.
Strong background in workforce planning recruiting analytics dashboard development and the design and implementation of KPIs.
Proven ability to analyze recruiting data identify trends and operational risks and translate findings into clear recommendations for senior leadership.
Experience building proactive pipelines and sourcing strategies for high-volume specialized clinical professional and leadership positions.
Demonstrated success improving recruiting processes technology candidate experience and hiring-manager effectiveness.
Demonstrated knowledge of compensation benchmarking market analysis internal equity considerations and offer strategy.
Knowledge of federal state and local laws and regulations applicable to recruiting and hiring across multiple jurisdictions including pay transparency fair-chance and background check salary history and automated employment decision tool requirements.
Strong executive communication stakeholder-management project-management and team-leadership skills.

QUALIFICATIONS PREFERRED
Experience administering or materially optimizing Greenhouse ATS.
Experience supporting healthcare infusion specialty pharmacy or another highly regulated and competitive labor environment.
Experience in a rapidly growing geographically dispersed or private equity-backed organization.
Experience supporting acquisitions new-market expansion organizational integration or high-volume growth initiatives.
Advanced degree or professional certification in Human Resources talent acquisition analytics or a related discipline.

CORE COMPETENCIES

Enterprise and strategic thinking
Attention to detail
Workforce planning and business acumen
KPI development and analytical judgment
Talent pipeline and sourcing strategy
Process design and continuous improvement
Executive communication and influence
Team leadership and talent development
Cross-functional collaboration
Change management and operational discipline
Professionalism integrity and sound judgment

Performance Measures
Achievement of approved hiring plans and critical-role staffing priorities.
Time to fill time to hire and vacancy aging by role market and business unit.
Pipeline health source effectiveness funnel conversion and qualified-candidate flow.
Offer acceptance candidate withdrawal and pre-start attrition rates.
Quality of hire and new-hire retention.
Recruiter productivity process compliance and data integrity.
Hiring manager and candidate satisfaction.
Effectiveness of recruiting investments including cost per hire and agency utilization.

Communication Skills
Communicates clearly persuasively and appropriately with executives hiring leaders candidates and team members; listens and seeks clarification; presents complex workforce and recruiting data in an accessible manner; and prepares concise accurate written communications and executive-level reports.

Computer Skills
Advanced proficiency with applicant tracking systems reporting and dashboard tools Microsoft Excel and Microsoft Office applications.

You dont need to check every boxwe care just as much about how you show up as whats on your resume.

At LUX Infusion we believe infusion care deserves more lightmore warmth more clarity and more connection.

Here youll find:

• Purpose-driven work with real impact
• A patient-first clinician-led culture
• Supportive collaborative teammates
• Opportunities to expand your clinical expertise and professional growth
• The chance to help shape the future of specialty infusion care

Come help us elevate infusion careand see whats possible when care comes first.