Director of Talent Acquisition (Remote)

Mosaic serves 5,000 people in more than 750 communities across 12 states. Services empower people with disabilities, mental and behavioral needs and autism, as well as aging adults, to live their best life.

Mosaic is looking for a Director of Talent Acquisition who sees recruiting as more than filling jobs.We are looking for a forward thinking talent leader who is energized by the opportunity to modernize, scale, and shape an enterprise Talent Acquisition function; combining great people strategy with technology, data, AI, exceptional candidate experiences, and strong business partnership. This is an opportunity to help define what the future of Talent Acquisition looks like at Mosaic. This is a remote role reporting to the Associate Vice President of Talent Strategy.

The Opportunity

As Director of Talent Acquisition, you’ll play a key leadership role in evolving how Mosaic attracts and hires talent across a complex, mission driven organization.

You’ll partner with senior leaders to anticipate workforce needs, strengthen critical talent pipelines, elevate executive hiring, modernize recruiting technology, and build scalable strategies that support organizational growth and transformation.

You won’t simply inherit processes you’ll have the opportunity to challenge them, improve them, automate them, and build what comes next.

What You’ll Lead

You’ll have the opportunity to:

• Shape enterprise TA strategy — Develop and execute a multi year talent acquisition strategy aligned with workforce planning, organizational growth, and evolving healthcare delivery models.
• Advise senior leadership — Bring labor market intelligence, workforce insights, talent availability, and recruiting data into strategic business conversations.
• Modernize recruiting through AI + technology — Help optimize our ATS & Talent Technology ecosystem and identify responsible ways to use AI, automation, analytics, and emerging technology to make recruiting smarter and more effective.
• Elevate executive recruiting — Lead searches for senior operational, clinical, and executive talent while delivering a high touch candidate experience.
• Build talent before we need it — Develop proactive pipelines and sourcing strategies for critical, difficult to fill, and future workforce needs.
• Turn recruiting data into business intelligence — Use analytics to understand hiring efficiency, quality, candidate experience, workforce trends, and opportunities for improvement.
• Redesign the experience — Remove unnecessary friction from the hiring journey and create an experience candidates and hiring leaders genuinely value.
• Develop a high performing TA team — Coach recruiters to become stronger consultants, talent advisors, technology adopters, and strategic partners.
• Strengthen our employer brand — Partner across HR and Marketing to tell Mosaic’s story and differentiate our employment experience in competitive talent markets.

These priorities reflect the formal scope of the position, including ownership of TA technology, AI-enabled recruiting, analytics, executive search, candidate experience, employer brand, workforce forecasting, and recruiter development.

Who Will Thrive Here

You may be a great fit if you’re the kind of TA leader who asks:

How can we make this better? What does the data tell us? What can technology solve? What should remain deeply human? And what will our organization need from Talent Acquisition three years from now; not just today?

We’re especially interested in leaders who bring experience with:

Enterprise Talent Acquisition leadership • Recruiting transformation • Executive search • ATS/CRM optimization • AI and recruiting automation • Talent analytics • Workforce planning • Candidate experience • Healthcare or other complex/regulatory environments • Change leadership