Location Address:

9521 San Mateo NE Albuquerque, NM 87113-2237

Compensation Pay Range:

Minimum Offer $77,563.20 Maximum Offer $118,393.60 Now Hiring: Executive Talent Advisor & Sourcing Strategist

Summary:

The Executive Talent Advisor & Sourcing Strategist owns the end-to-end executive-level sourcing, candidate development, and recruitment lifecycle for PHS. Reporting directly to executive talent leadership, this individual operates as a critical internal consultant, advising senior executives on market realities, talent supply dynamics, and proactive succession mapping in collaboration with Talent Management.

The Strategy Leader serves as the primary face of PHS to the external executive marketplace. They must command an intuitive appreciation of executive-level competencies, cultural alignment, and organizational commitment. Beyond traditional full-cycle execution, this role is heavily anchored in data analytics, market research, and targeted competitive intelligence, requiring a professional who can blend advanced technical sourcing methodology with high-touch executive relationship management.

Work Arrangement:
• Remote: Open to applicants in the United States, excluding CA, IL, ND, NY, OH, WA, and WY.
• Hybrid (Preferred): For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday. Type of Opportunity: Full time Job Exempt: Yes Job is based: Reverend Hugh Cooper Administrative Center Work Shift: Days (United States of America)

Responsibilities:

The Executive Talent Advisor & Sourcing Strategist is directly accountable for executing an integrated executive recruitment strategy across the enterprise. Key focus areas include:

Strategic Advisory & Executive Consultation

• High-Impact Intake Architecture: Conduct comprehensive sensing sessions and intake meetings with hiring executives to deeply understand business requirements, synthesize success profiles, and design bespoke, targeted engagement strategies.
• Behavioral Interview Leadership: Act as a subject matter expert and coach to senior leaders and interview panels, providing training on behavioral interviewing techniques, competency evaluation, and selection methodologies to mitigate bias.
• Complex Problem Solving: Function as a dedicated consultant to business leaders, engineering creative solutions to complex staffing, compensation, and geographic mobility challenges.

Market Intelligence & Sourcing Artistry

• Talent Landscape Mapping: Conduct rigorous primary market research and competitive intelligence to map out regional and national talent supply against internal PHS demands.
• Passive Candidate Architecture: Deploy advanced sourcing methodologies, digital tools, and deep network networking to locate, attract, and cultivate diverse, passive, highly coveted leadership talent.
• Recruitment Marketing Optimization: Partner with internal communications to craft compelling, high-fidelity recruitment marketing campaigns and job postings that powerfully convey the PHS mission and value proposition.

Executive Process Administration & Governance

• Full-Cycle Cross-Functional Ownership: Manage the end-to-end executive selection process, ensuring strict adherence to PHS policy and regulatory standards.
• C-Suite Stakeholder Liaison: Seamlessly coordinate hiring mechanics across multiple stakeholders, securing critical consensus and approvals from the C-Suite, SVP of HR, CFO, HRBPs, and the Compensation Director.
• Contract and Offer Architecture: Oversee the meticulous development, negotiation, and flawless execution of complex executive employment offers, contracts, and compensation structures in strict alignment with system guidelines.
• Vendor & Search Firm Optimization: Manage and audit third-party executive search partnerships. Authoritatively review vendor agreements, establish strict delivery timelines, clarify internal system processes, and evaluate ongoing pipeline progress reports.

Qualifications:

Education & Credentials

·         Required: Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a closely related field. An equivalent, documented baseline of six (6) years of progressive, specialized executive talent acquisition experience will be considered in lieu of a formal degree.

·         Preferred: Advanced certifications in executive sourcing (e.g., CIR, ACIR), Human Resources (SHRM-CP/SCP, PHR/SPHR), or active involvement in healthcare executive networks (e.g., ACHE).

Experience & Competencies

·         Direct Recruiting Footprint: A minimum of five (5) years of direct in-house recruitment or search firm experience, with an emphasis on leadership, executive, or highly specialized professional placements.

·         Advanced Sourcing Expertise: At least three to four (3–4) years of dedicated, targeted sourcing experience utilizing advanced search Boolean strings, competitive intelligence gathering, CRM nurturing, and cold outreach.

·         Data-Driven Storytelling: Proven track record of compiling, analyzing, and synthesizing labor market insights, salary data, and competitor analytics to actively influence talent attraction decisions and set realistic executive expectations.

·         Executive Presence: Outstanding verbal and written communication skills; an innate capacity to confidently engage with, interview, and influence C-suite and VP-level stakeholders.

·         Negotiation & Financial Acumen: Demonstrated experience evaluating professional capabilities, reading complex organizational structures, and negotiating executive starting salaries within established compensation bands.

Core Leadership Attributes

·         Collaborative by Nature: Seeks recruitment solutions that honor the delicate balances of multiple internal stakeholders while preserving speed and quality.

·         Analytical & Rigorous: Relies on data, facts, and systematic metrics rather than intuition alone to drive performance and accountability.

·         Inclusive & Values-Driven: Demonstrates an unyielding commitment to diversity, equity, and social responsibility, serving as an authentic ambassador for the cultural values of Presbyterian Healthcare Services.

All benefits-eligible Presbyterian employees receive a comprehensive benefits package that includes medical, dental, vision, short-term and long-term disability, group term life insurance and other optional voluntary benefits.

Wellness
Presbyterian's Employee Wellness rewards program is designed to provide you with engaging opportunities to enhance your health and activate your well-being. Earn gift cards and more by taking an active role in our personal well-being by participating in wellness activities like wellness challenges, webinar, preventive screening and more.

Why work at Presbyterian?
As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans.

About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.

Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.

AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.

We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services