Career Development Director Jobs in Roxana, IL (NOW HIRING)

This is a fully onsite position; remote or hybrid work is not available.

VISION, MISSION, PLEDGE & VALUES:

Every employee of SIHF Healthcare is expected to uphold our vision, mission, and values. Our actions will reflect our values of Compassion, Diversity/Inclusivity, Excellence, Integrity, Respect and Stewardship creating a culture in which all individuals are treated with dignity and respect. This will result in our vision of an “Enriched health and life in a just society” through the fulfillment of our mission to build partnerships, develop safe and affordable housing, community engagement in building trust and solutions, foster economic development, provide access to comprehensive health care services, and reduce disparities.

CUSTOMER SERVICE COMPLIANCE STATEMENT:

Treat every person with dignity, respect, and kindness by listening with your full attention, address questions/concerns immediately, and accept responsibility to follow through by always doing what you say you will do. You support our customers, and your team, by being patient, understanding and positive, knowing that you are SIHF Healthcare to those we serve.

POSITION DESCRIPTION:

The Director of Provider Recruitment & Retention is responsible for leading and executing a comprehensive, mission-aligned strategy to attract, recruit, onboard, and retain high-quality providers across the organization’s Federally Qualified Health Center (FQHC) system.

This role serves as a strategic partner to executive leadership, clinical leadership, and operational teams to ensure provider staffing aligns with patient access, quality outcomes, and long-term organizational sustainability. In addition to recruitment, this role owns provider retention initiatives, experience improvement, and workforce stability strategies across the full provider lifecycle, from candidate engagement through long-term retention

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Provider Recruitment Strategy and Execution

1. Develop and lead a comprehensive provider recruitment strategy for physicians, advanced practice providers, dentists, behavioral health providers, and other licensed clinical roles.

2. Manage full-cycle recruitment, including workforce planning, sourcing, interviewing, offer development, and acceptance.

3. Partner closely with clinical and operational leaders to understand staffing needs, coverage models, productivity expectations, and growth plans.

4. Build and maintain strong recruitment pipelines using national, regional, and mission-driven sourcing strategies.

5. Oversee relationships with external recruitment firms, residency programs, academic partners, and professional associations.

6. Ensure recruitment practices reflect FQHC mission, compliance standards, and workforce diversity goals.

Provider Retention and Engagement

1. Design and lead provider retention initiatives focused on engagement, satisfaction, longevity, and performance.

2. Partner with People Operations, Clinical Leadership, and Operations to identify drivers of provider turnover and implement targeted interventions.

3. Develop provider experience touchpoints across the lifecycle, including onboarding, check-ins, feedback mechanisms, recognition, and career development.

4. Analyze provider exit data, engagement surveys, and workforce metrics to inform retention strategies.

5. Support initiatives related to provider well-being, burnout mitigation, and work-life balance.

Onboarding & Provider Experience

1 Oversee provider onboarding experience in collaboration with People Operations, Credentialing, Clinical Leadership, and Operations.

2 Ensure onboarding processes are structured, timely, and aligned with clinical readiness, compliance, and organizational culture.

3 Serve as a visible partner to new providers during early tenure to support integration and long-term success.

Workforce Planning & Analytics

1. Partner with executive leadership to support provider workforce planning, succession planning, and service line growth.

2. Track and report key metrics including time-to-fill, vacancy rates, turnover, retention, onboarding timelines, and provider tenure.

3. Prepare workforce and recruitment insights for executive leadership and Board-level reporting.

4. Use data to forecast needs and proactively address staffing risks.

Compliance, Contracts & Collaboration

1. Collaborate with Legal, Compliance, Credentialing, and Finance on provider contracts, compensation alignment, and regulatory requirements.

2. Ensure recruitment and retention practices align with HRSA, FTCA, and other applicable FQHC regulations.

3. Support credentialing and privileging processes as a strategic partner.

All other duties as assigned.

KNOWLEDGE, SKILLS, ABILITIES:

1. Ability to think strategically and apply sound judgment to support workforce planning and organizational goals.

2. Strong communication and interpersonal skills to engage, influence, and support provider engagement and retention.

3. Ability to clearly present information and build effective working relationships across all levels of the organization.

4. Proficient in standard business software and data tools, with the ability to analyze information and maintain accurate records.

5. Ability to adapt to change, manage multiple priorities, and work independently with minimal supervision.

6. Demonstrates commitment to the organization’s mission, values, and a collaborative team environment.

7. Exhibits high emotional intelligence, professionalism, and sound judgment in all interactions.

EDUCATION AND EXPERIENCE:

1. Bachelor’s degree required, Master’s degree in Healthcare Administration, Human Resources, Business Administration, or a related field preferred.

2. Minimum of 7–10 years of progressive experience in healthcare recruitment, provider recruitment, or workforce strategy.

3. Demonstrated experience recruiting physicians and advanced practice providers.

4. Strong understanding of provider workforce challenges, retention strategies, and healthcare operations.

5. Proven ability to partner effectively with senior leaders and clinical stakeholders.

6. Experience using recruitment metrics, workfo