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Senior Talent Partner

Manhattan, NY · On-site

$125K - $130K/yr

Senior Talent Partner Location: New York, NY (5th Avenue) Work Arrangement: Hybrid (2-3 days per ... Care deeply about candidate experience. * Enjoy balancing strategy with hands-on execution.

Bronson Healthcare

Nursing Talent Advisor

Kalamazoo, MI · On-site

Location BHG Bronson Healthcare Group Title Nursing Talent Advisor The Nursing Talent Advisor serves as a strategic consultant and recruitment partner for Bronson Healthcare Group's nursing workforce ...

Phsorg

$57K - $97K/yr

Minimum Offer $57,241.60 Maximum Offer $97,468.80 Now Hiring: Healthcare Talent Advisor Summary: Presbyterian Healthcare Services is seeking a dynamic and strategic Healthcare Recruiter to support ...

Emory Healthcare

Talent, Learn & Culture Partner

Atlanta, GA · On-site

$64.04 - $78.03/hr

At Emory Healthcare. At Emory Healthcare we fuel your professional journey with better benefits ... The Talent, Learning and Culture Partner is part of the Emory Healthcare's System Talent, Learning ...

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How much do talent care jobs pay per hour?

As of Aug 1, 2026, the average hourly pay for talent care in the United States is $28.35, according to ZipRecruiter salary data. Most workers in this role earn between $20.91 and $28.12 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Talent Care Specialist, and why are they important?

To thrive as a Talent Care Specialist, you need strong interpersonal skills, knowledge of recruitment processes, and usually a background in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and onboarding platforms is commonly required. Exceptional communication, problem-solving, and empathy are valuable soft skills that help build trust and rapport with candidates and employees. These abilities ensure a smooth candidate experience, foster workplace satisfaction, and support organizational talent retention.

What is Talent Care?

Talent Care refers to the strategies and processes that organizations use to support, develop, and retain their employees throughout the employee lifecycle. This can include onboarding, ongoing training, employee engagement initiatives, wellness programs, performance management, and career development opportunities. The goal of Talent Care is to create a positive work environment where employees feel valued and motivated to contribute their best efforts, which in turn helps organizations achieve their business objectives.

How does a Talent Care specialist typically collaborate with other departments to support employee engagement and retention?

Talent Care specialists work closely with HR, management, and sometimes department leads to ensure that employees feel supported throughout their tenure. They often coordinate onboarding, address employee concerns, and facilitate programs that promote well-being and professional development. Regular communication with these teams helps identify trends or issues affecting morale, allowing for proactive solutions. This collaborative approach not only strengthens employee satisfaction but also contributes to a positive company culture and improved retention.

What is the difference between Talent Care vs Talent Acquisition Specialist?

AspectTalent CareTalent Acquisition Specialist
Primary FocusSupporting and engaging current employees, onboarding, retentionRecruiting and hiring new candidates
Required CredentialsHR certifications, experience in employee relationsHR or recruiting certifications, sourcing experience
Work EnvironmentHR departments, employee-focused settingsRecruitment agencies, HR teams, corporate offices
Employer & Industry UsageUsed across industries for employee engagementCommon in corporate, staffing, and recruitment firms

While Talent Care focuses on supporting current employees and fostering engagement, Talent Acquisition Specialists concentrate on sourcing and hiring new talent. Both roles are essential in HR but serve different stages of the employee lifecycle.

More about Talent Care jobs
What cities are hiring for Talent Care jobs? Cities with the most Talent Care job openings:
What states have the most Talent Care jobs? States with the most job openings for Talent Care jobs include:
What job categories do people searching Talent Care jobs look for? The top searched job categories for Talent Care jobs are:
Talent Care jobs near you
Infographic showing various Talent Care job openings in the United States as of July 2026, with employment types broken down into 25% As Needed, 50% Full Time, and 25% Part Time. Highlights an 100% In-person job distribution, with an average salary of $58,970 per year, or $28.4 per hour.

Assistant Director - Talent Care Center

Duke University

Durham, NC • On-site

Full-time

Posted 12 days ago

Duke University rating

6.7

Company rating: 6.7 out of 10

Based on 55 frontline employees who took The Breakroom Quiz

483rd of 614 rated colleges and universities

Job description

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.
General Description of the Job Class
The Assistant Director, Talent Care Center, is responsible for leading the HR Shared Services operating model for Duke University Health System. This role provides strategic and operational oversight of end-to-end HR service delivery across the employee and clinician lifecycle, ensuring services are scalable, compliant, data-driven, and centered on an exceptional employee and leader experience.
The Assistant Director leads, coaches, and develops a high-performing Shared Services team, setting clear expectations and fostering a culture of accountability, service excellence, and continuous improvement. This role proactively identifies and resolves complex operational issues, drives process optimization and standardization, and partners closely with stakeholders to deliver a consistent, efficient, and customer-focused shared services model.
Key areas of accountability include shared services service delivery models, process design and standardization, operational metrics, technology enablement (e.g., case management systems, HRIS, automation), and risk management. The Assistant Director leads a multi-layered Talent Care Center leadership team responsible for managing high service volumes, improving quality and efficiency, and sustaining operational excellence across a complex, regulated environment.
This role partners closely with HR Business Partners, Centers of Excellence, Payroll, Finance, IT, and TCC leadership to translate strategy into disciplined operational execution. The Assistant Director ensures HR Shared Services operations are audit-ready, policy-aligned, and continuously evolving to meet organizational needs.
Duties and Responsibilities of this Level
End-to-End HR Service Delivery
  • Provide operational leadership and oversight for the delivery of high-volume transactional and consultative HR services, including onboarding, job and appointment changes, compensation actions, leave administration, and offboarding.
  • Ensure HR services are delivered accurately, timely, and consistently in accordance with Duke University Health System policies, federal and state employment laws, and Joint Commission standards.
  • Act as the senior escalation point for complex, high-risk, or sensitive employee and leadership issues, ensuring resolution aligns with policy, legal guidance, and organizational values.

People Leadership & Workforce Optimization
  • Lead, coach, and develop a multi-layered Talent Care Center leadership team in a high-volume, complex operational environment.
  • Establish clear performance expectations and accountability aligned with service delivery, quality, efficiency, and experience outcomes.
  • Drive workforce planning and capacity management through forecasting, workload analysis, role clarity, and staffing optimization to effectively manage variable service demand.

Process Design, Standardization & Continuous Improvement
  • Own the design, documentation, and optimization of Shared Services workflows to drive standardization, reduce variability, and enable scalability.
  • Lead continuous improvement initiatives to reduce errors, rework, and cycle times while improving customer satisfaction and service consistency.
  • Ensure development and maintenance of SOPs, job aids, knowledge articles, and training materials to support consistent execution and knowledge transfer.

Technology Enablement & Service Innovation
  • Partner with HR Technology and IT teams to optimize and continuously improve HR systems, including case management platforms, HRIS functionality, workflow tools, and automation solutions.
  • Translate operational requirements into system enhancements that improve efficiency, data integrity, and user experience.
  • Promote adoption of digital service delivery capabilities that improve transparency and self-service while maintaining service quality.

Data Analysis, Metrics & Performance Management
  • Build and sustain a metrics-driven Shared Services operation using KPIs such as but not limited to case volume, turnaround time, quality, first-contact resolution, and customer satisfaction.
  • Analyze trends and operational data to proactively identify risks, bottlenecks, and improvement opportunities.
  • Provide regular operational reporting and executive-level insights to support informed decision-making and continuous improvement.

Cross-Functional Partnership
  • Develop and maintain strong consultative relationships with HR Business Partners, Centers of Excellence, Payroll, Finance, IT, Legal, Compliance, and business leaders.
  • Assess organizational needs, prioritize requests, and co-develop operational solutions that balance enterprise standardization with business responsiveness.
  • Support enterprise change initiatives by assessing operational impact, leading readiness planning, and reinforcing adoption of new processes and systems.

Minimum Qualifications
Education
Bachelor's Degree in Human Resource, Business or related field is required. Master's Degree in in Human Resource, Business or related field preferred.
Experience
  • Five years of work experience in a human resources field required.
  • Seven (7) or more years preferred) of progressive experience in HR Operations, HR Shared Services, or large-scale service delivery environments.
  • Demonstrated leadership experience managing teams in complex, high-volume operational settings.
  • Proven experience with HR service delivery models, process improvement, and operational governance.

Degrees, Licensures, Certifications
  • None required.
  • SHRM-CP/SCP, Lean, Six Sigma, or similar certifications preferred.

Knowledge, Skills, and Abilities
  • Strong experience using data and metrics to manage performance and drive operational decisions.
  • Demonstrated ability to balance strategic planning with tactical execution in a fast-paced environment.
  • Advanced knowledge of employment laws and regulatory requirements impacting HR operations.
  • Experience collaborating across HR functions, including HRBPs, Talent Acquisition, Compensation, Benefits, and Employee Relations.
  • Proven leadership, coaching, and change management skills.
  • Strong organizational, analytical, and problem-solving capabilities with the ability to manage competing priorities.
  • Proficiency with HRIS platforms, case management systems, and standard productivity tools (e.g., Microsoft tools, Excel, PowerPoint, ServiceNow, SAP, Absence resources).

Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions:
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

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About Duke University

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Duke is regarded as one of America's leading research universities. Located in Durham, North Carolina, Duke is positioned in the heart of the Research Triangle, which is ranked annually as one of the best places in the country to work and live. Duke has more than 15,000 students who study and conduct research in its 10 undergraduate, graduate, and professional schools. With about 40,000 employees, Duke is the third largest private employer in North Carolina, and it now has international programs in more than 150 countries.

Industry

Colleges, universities, and professional schools and hospitals

Company size

10,000+ Employees

Headquarters location

Durham, NC, US

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