Director, Talent Acquisition Strategy
LUX Infusion · Overland Park, Kansas, United States; Plantation, Florida, United States; United States – Remote · remote
See your work in a new light.
At LUX Infusion, we’re reimagining infusion care to be more human, supportive, and connected. Inspired by lux—meaning 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.
We’re looking for a Director, Talent Acquisition Strategy who wants their work to mean something—someone who brings care, accountability, and purpose to what they do every day.
Schedule & Location
Location: Overland Park, KS, or Plantation, FL or Remote
Schedule:
- Monday - Friday, 8:00 AM - 5:00 PM
Why This Role Matters
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, you’ll 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 journeys—and this role helps make that journey brighter.
What You'll Do
The Director, Talent Acquisition Strategy leads the development and execution of LUX Infusion's 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.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
Talent Acquisition Strategy and Workforce Planning
• Develop and execute an enterprise-wide talent acquisition strategy aligned with LUX Infusion's 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, cont