American Cancer Society

Lead enterprise-wide talent attraction strategy and execution to meet hiring demands and build future workforce. | 12+ years in HR/Talent Attraction with 7+ years management experience and knowledge of recruitment technologies. | At the American Cancer Society, we're working to end cancer as we know it, for everyone. Our employees and 1.3 million volunteers are raising the bar every single day. We are a culture comprised of diverse backgrounds and experience, to better serve our communities. The people who work at the American Cancer Society focus their diverse talents on our lifesaving mission. It is a calling. And the people who answer it are fulfilled. The Sr. Director of Talent Attraction sets the vision and leads the execution of an enterprise-wide talent attraction strategy that enables the organization to meet current hiring demands and build a workforce for the future. This role is accountable for delivering high-quality, high-volume hiring across multiple geographies and job families, overseeing a team responsible for filling approximately 1,000–1,500 Division Operating Model roles annually, in addition to Corporate Center needs. Serving as a strategic partner to senior business and HR leaders, this leader shapes workforce planning, influences hiring decisions, and ensures recruitment practices are equitable, consistent, and candidate-centric. Success is defined by the ability to build and scale a data-driven, inclusive, and operationally excellent talent acquisition function that strengthens the employer brand, reflects the communities served, and drives long-term business performance. ESSENTIAL FUNCTIONS: - Strategic Talent Attraction & Workforce Planning: Own and drive an integrated talent attraction strategy aligned to business priorities, workforce planning, and future capability needs. (25%) - Hiring Delivery & Sourcing Strategy: Lead scalable, high-impact recruiting and sourcing strategies that deliver against hiring goals across geographies, levels, and talent segments. (25%) - Executive Stakeholder Partnership: Serve as a strategic advisor to senior leaders, aligning hiring priorities, role design, and selection decisions to drive business outcomes. (15%) - Team Leadership & Capability Building: Build, lead, and develop a high-performing Talent Attraction team with strong capabilities in modern, inclusive, and consultative recruiting. (15%) - Employer Brand & Candidate Experience: Shape and elevate the organization’s employer brand and ensure a consistent, compelling, and inclusive candidate experience end-to-end. (10%) - Operations, Analytics & Innovation: Own recruiting operations, performance metrics, and technology enablement to drive efficiency, accountability, and continuous improvement. (10%) EXPERIENCE/QUALIFICATIONS: - Minimum Degree Required: Bachelor's Degree in a related field ie HR - Years of experience: 12+ years in HR/Talent Attraction, 7+ years in management - Strong knowledge and understanding of workday as an applicant tracking system and HRIS platform is preferred. KNOWLEDGE, SKILLS, AND ABILITY: - Advanced knowledge of sourcing strategies, candidate assessment tools, and recruitment technologies to drive scalable, high impact hiring outcomes. - Proven ability to lead, coach, and inspire high-performing teams while managing cross-functional relationships and influencing stakeholders at all levels. - Skilled in optimizing recruitment workflows, leveraging data and metrics for continuous improvement, and implementing innovative, scalable solutions. - Demonstrated ability to embed diversity, equity, and inclusion throughout the talent attraction lifecycle to build a representative and equitable workforce. - Strong business acumen and strategic thinking, with the ability to connect talent strategies to business outcomes and workforce planning needs. - Experience using external talent market insights and competitive intelligence to inform hiring strategies and employer positioning. - Exceptional verbal and written communication skills with the ability to build trust and tailor messaging to diverse audiences. - Ability to navigate complex structures with sound judgment, confidentiality, and adaptability in dynamic environments. TRAVEL REQUIREMENTS: - Ability to travel, when necessary, limited to external meetings and conferences. PHYSICAL REQUIREMENTS: - Work is normally performed in a typical interior/office work environment. - No or very limited physical effort is required. - No or very limited exposure to physical risk. The starting rate is $170,000 to $180,000. The final candidate's relevant experience/skills will be considered before an offer is extended. Actual starting pay will vary based on non-discriminatory factors including, but not limited to, geographic location, experience, skills, specialty, and education. ACS provides staff a generous paid time off policy; medical, dental, retirement benefits, wellness programs, and professional development programs to enhance staff skills. Further details on our benefits can be found on our careers site at: jobs.cancer.org/benefits. We are a proud equal opportunity employer.

Lead development of performance frameworks, training programs, and culture initiatives to enable fundraising strategy and talent growth. | Requires 10+ years fundraising or sales leadership experience with expertise in talent management and organizational development. | Location Denver, Colorado; Atlanta, Georgia; Phoenix, Arizona Position Type Full time At the American Cancer Society, we're working to end cancer as we know it, for everyone. Our employees and 1.3 million volunteers are raising the bar every single day. We are a culture comprised of diverse backgrounds and experience, to better serve our communities. The people who work at the American Cancer Society focus their diverse talents on our lifesaving mission. It is a calling. And the people who answer it are fulfilled. The Director, Development Performance & Strategy Enablement will build systems and processes that help the Development Pillar attract, grow, and retain the talent required for strategy enablement. This role will inform and activate a comprehensive strategy that standardizes the "ACS Way" of fundraising, modernizes the Development Pillar training infrastructure, and contributes to building a specialized, high-performing culture. This role will drive elevation of the Development Pillar employer brand to make ACS the premier destination for top philanthropic talent. **This role is 100% remote** ESSENTIAL FUNCTIONS: • Performance & Competency Architecture. Design a single Performance Framework to eliminate inconsistent goals and metrics across regions and teams using a unified, transparent performance framework tailored to the specific KPIs of specialized channels (Major Gifts, Corporate, Community Events, etc.). Work with Development Operations and Data Analytics to ensure performance metrics are directly linked to pipeline health, portfolio value, and verifiable revenue forecasting. • Learning & Development "The ACS Way". Drive effective onboarding experience to ensure all new hires receive consistent, high-quality training on the enterprise growth strategy, core fundraising fundamentals, and the "Total Mission" investment approach. Build shared playbooks and structured curriculum for frontline staff, focusing specifically on transitioning staff from transactional event management to high-value relationship building. • Manager Enablement. Partner with the CDO, Strategy team, and POD partners to execute the transition toward specialized frontline roles, helping managers navigate the shift to higher spans of control (from 1:3 to 1:6) by defining clear expectations and reducing administrative drag. Equip mid-level and senior managers with the coaching skills necessary to actively guide their teams, manage change fatigue, and drive pipeline velocity. • Culture Building & Change Management. In partnership with POD and Development Leadership Team, identify and drive Pillar-specific culture attributes necessary to create desired Pillar culture. Act as a change champion for the pillar, ensuring that staff feel supported, heard, and aligned with the overarching vision. • Cross-Functional Partnership. Maintain a seamless, tightly integrated partnership with the Development Pillar's POD partners. Collaborate to benchmark industry data, address recruiting/retention headwinds, and build compensation architectures that appropriately reward specialized, high-performing fundraisers. Cultivate a compelling "employer brand" for the ACS Development Pillar to be used for talent attraction to highlight our mission, the scale of our ambition, and our commitment to professional growth to attract top-tier, specialized talent from across the nonprofit and corporate sectors. EXPERIENCE/QUALIFICATIONS: • Minimum Degree Required: Bachelor's Degree • Years of experience: 10+ KNOWLEDGE, SKILLS, AND ABILITY: • 10+ years of progressive fundraising or sales leadership preferably within a large, complex nonprofit or a highly matrixed corporate sales environment with a background in talent management, organizational development, or sales enablement. • Strong understanding of the mechanics of modern fundraising (mass market acquisition, major gift portfolios, campaign cycles) to ensure talent strategies are directly linked to revenue outcomes. • Proven experience navigating organizations through significant structural and cultural transitions, with a high degree of empathy and resilience. • Demonstrated ability to influence and partner effectively with C-suite executives, HR partners, and frontline staff. Ability to lead and scale a small, agile team to produce outsized enterprise impact. TRAVEL REQUIREMENTS: Occasional travel required PHYSICAL REQUIREMENTS: Work setting is in typical office and/or home-based office. The starting rate is $140,000-$157,000. The final candidate's relevant experience/skills will be considered before an offer is extended. Actual starting pay will vary based on non-discriminatory factors including, but not limited to, geographic location, experience, skills, specialty, and education. ACS provides staff a generous paid time off policy; medical, dental, retirement benefits, wellness programs, and professional development programs to enhance staff skills. Further details on our benefits can be found on our careers site at: jobs.cancer.org/benefits. We are a proud equal opportunity employer. Equal Opportunity Employer. See our commitment to a policy of Equal Employment Opportunity to continually ensure equal opportunity to our employees and to our applicants.