Talent Acquisition Team Lead

Overview

Reporting to the Talent Acquisition Manager, the TA Team Lead guides day-to-day operations within their assigned service line. The Team leader provides front-line oversight and support for their Recruiters and Sourcing Specialists. Demonstrates and promotes team excellence to build candidate pipelines, provide a high level of service to DFCI staff and managers, and meet recruitment goals. The Team leader works closely with TA Leadership on various Talent Acquisition strategic initiatives, as well as other cross-functional HR teams. In addition, the TA Team Leader manages a small portfolio of requisitions.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Primary Duties and Responsibilities

• Execute the strategic staffing plan set by the Director of Talent Acquisition. Align recruiting priorities and resources to meet evolving business demand. Support TA leadership priorities through participation in ad hoc projects as needed.
• Oversee daily Talent Acquisition operations and requisition fulfillment for assigned service-line pod to ensure roles are filled on schedule and as business demand requires. Monitor activity and performance to ensure TA SLAs are consistently met. Analyze recruitment activity for assigned service line and recommend process and operational improvements.
• Maintain a small personal requisition load, including Director-level and above roles as assigned. Ensure an exceptional candidate and hiring manager experience while meeting quality, time-to-fill, and compliance expectations. Provide back-up recruiting coverage for team members as needed.
• Serve as the primary escalation point for TA operational issues within the service line. Drive timely resolution by coordinating across recruiters, sourcing specialists, and HR partners. Recommend solutions that improve outcomes and prevent recurrence.
• Partner with Recruiters, Sourcing Specialists, Workforce Development, and hiring managers to build and maintain talent pipelines. Strengthen relationships between Talent Acquisition, HR partners, and internal clients to improve collaboration and hiring outcomes.
• Support planning and execution of high-volume recruitment strategies and initiatives for the service line. Execute the Inclusion and Engagement recruitment strategy and embed inclusive hiring practice into daily operations. Lead recruitment projects, events, and service-line initiatives, including attending career fairs and conferences as needed, and training hiring managers on recruitment processes and best practices.
• Supervise staff. Hire, develop, and manage staff to achieve organizational goals. Set clear expectations, deliver feedback, and monitor performance for quality, efficiency, and compliance with policies and procedures. Mentor staff, foster career growth, and cultivate a positive and productive work environment.

Knowledge, Skills and Abilities

• Strong analytical, problem-solving, and decision-making skills.
• Strategic mindset with the ability to influence and drive outcomes.
• Strong planning, organization, and workflow management abilities with high attention to detail.
• Excellent verbal and written communication and customer service skills with the ability to develop effective communication plans.
• Collaborative leadership style that builds teamwork and partnership. ·
• Ability to consistently deliver results and provide clear reporting on progress and outcomes. ·
• High computer literacy, including Word, Excel, and PowerPoint; Advanced knowledge of Applicant Tracking Systems (ATS), including reporting and analytics. ·
• Strong understanding of HR policies, procedures, and related practices.
• Proven experience consulting with hiring managers on recruitment strategy and candidate selection ·
• Strong time management and project management capabilities. ·
• Able to work independently, accurately, and execute with minimal direction.
• Knowledge of current recruitment trends and best practices. ·
• Experience developing and executing recruitment strategies ·
• Working knowledge of state and federal employment/labor laws and compliance requirements.

Minimum Job Qualifications

• Bachelor’s Degree required.
• 5+ or more years of recruiting experience with desire to successfully lead others required.
• Proven experience consulting with hiring managers on recruitment strategy and candidate selection required.
• Experience developing and executing recruitment strategies required.
• Supervisory experience strongly preferred.

License/Certification/Registration Required: None

Supervisory Responsibilities: Yes

• Direct supervision of 4-5 Recruiters and 1 Sourcing Specialist.

Patient Contact: No​

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).