Senior Director, Executive Talent Acquisition

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections with real specific content. The posting includes Position Summary, Primary Duties And Responsibilities, Experience & Educational Requirements, Minimum Skills, Knowledge & Abilities, What Cencora offers (benefits). No explicit Pay or Schedule. So we should have sections: About the role (maybe from Position Summary), Responsibilities (Primary Duties), Requirements (Experience & Educational Requirements), Skills (Minimum Skills, Knowledge & Abilities), Benefits (What Cencora offers). No Pay or Schedule. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: EEO, equal opportunity, scam warning, application instructions, affiliated companies maybe? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Affiliated Companies maybe considered boilerplate? It's not EEO but could be considered metadata; but it's not required. Likely we should drop it. Also "Full time" maybe schedule? It says Full time but not explicit schedule details; we should not create Schedule section unless posting actually states them. It says "Full time" but that's a schedule type; but we should not create Schedule section unless posting actually states them. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state benefits, so we include Benefits. It does not state Pay or Schedule explicitly; "Full time" is a schedule but it's just a phrase; maybe we could include Schedule? The instruction says never create Schedule sections unless posting actually states them. It does state "Full time". That's a schedule detail. However they might consider that as schedule info. But they said "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting states "Full time". That is a schedule. So we could include a Schedule section with "Full time". But we need to check if they want us to avoid filler like "not specified". "Full time" is specific. So we could include Schedule. However they also said "Prefer a few substantive sections over many thin ones." Adding Schedule may be thin but it's real. I'd include Schedule. Pay: not mentioned, so omit. Now we need to extract content. About the role: Position Summary paragraph. Responsibilities: Primary Duties And Responsibilities bullet points (multiple subheadings). We'll put as

• each duty. Requirements: Experience & Educational Requirements. Skills: Minimum Skills, Knowledge & Abilities. Benefits: What Cencora offers. Schedule: Full time. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep details. We need to format as HTML fragment only. Let's craft. First, About the role: Use the Position Summary paragraph: "The Senior Director, Executive Talent Acquisition shapes and aligns hiring priorities with business objectives, workforce plans, and market conditions. This role drives the full life-cycle recruitment process across functional areas, manages and develops a high-performing recruiting team, and partners with senior leaders and HR business partners to attract, assess, and acquire top talent. The Senior Director establishes enterprise recruiting standards, champions process innovation, and builds organizational capability through reusable tools, frameworks, and best practices that deliver consistent, scalable, and compliant hiring outcomes across all business units." We'll put that in

  . Responsibilities: We have several sub-sections: Strategic Leadership & Planning, Recruiting Operations & Process Excellence, Sourcing & Candidate Attraction, Cross-Functional Partnership, Analytics, Reporting & Capability Building, Team Leadership. Each has multiple sentences. We'll combine each bullet as

• containing the sentences. We need to preserve all detail; we can keep the sentences as is. Let's list each bullet: Strategic Leadership & Planning: - Frames the enterprise talent acquisition strategy, roadmap, and operating model to align hiring priorities with workforce plans, business needs, and evolving market dynamics. - Influences senior leaders and cross-functional stakeholders on recruiting priorities, hiring decisions, and enterprise talent acquisition practices. - Assists with workforce planning, retention program support, and succession-aligned talent pipeline development. - Stays abreast of industry trends, best practices, legal developments, and technological advancements; functions as a subject matter expert on all business unit recruitment activities. Recruiting Operations & Process Excellence: - Manages the full life-cycle recruiting process for select functional areas, including job specification development, candidate sourcing and assessment, interviewing, offer negotiation, and onboarding handoff. - Designs and improves talent acquisition processes, tools, and decision frameworks to strengthen execution, transparency, and operational effectiveness. - Establishes enterprise recruiting standards, governance mechanisms, and performance measures to support consistent adoption across business units. - Researches and recommends innovative practices and assessment methods — including skills testing and other evaluation tools — to continuously improve hiring quality. - Ensures all recruitment files and activities are completed in accordance with compliance standards, including OFCCP, AAP, EEO, and compensation guidelines. Sourcing & Candidate Attraction: - Leads the development of innovative, multi-channel candidate sourcing strategies — including the creative use of digital platforms, networking, research, and talent databases — with a particular focus on hard-to-fill and executive-level positions. - Establishes aggressive sourcing approaches to build diverse, high-quality candidate pipelines aligned with organizational equity and inclusion goals. Cross-Functional Partnership: - Partners with HR business partners and department heads to identify staffing requirements and develop highly effective processes to attract best-fit talent. - Collaborates closely with hiring managers, HR leadership, and external vendors and community partners to build strong internal and external relationships. - Leads highly visible, multidisciplinary talent acquisition initiatives that improve hiring quality, candidate experience, and recruiting scalability across business units. Analytics, Reporting & Capability Building: - Interprets labor market, workforce, and recruiting data to identify risks, inform priorities, and recommend enterprise-level actions. - Defines, tracks, and analyzes talent acquisition metrics; develops practical reporting methods to monitor and continuously improve performance. - Builds organizational capability by codifying leading practices into reusable tools, guidance, and frameworks that strengthen enterprise recruiting outcomes. - Coaches and guides senior stakeholders on talent acquisition practices to drive sustained adoption and operational discipline. Team Leadership: - Leads, develops, and manages a passionate recruiting team, fostering a high-performance culture focused on quality, speed, and candidate experience. - Ensures the recruiting team follows standardized processes that contribute to a diverse pool of qualified candidates. - Performs related duties as assigned. Now Requirements: Experience & Educational Requirements. We need to capture required and preferred. Required: - Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, Management, or a related field — or equivalent experience. - 10+ years of progressive experience in talent acquisition, recruiting strategy, workforce planning, or human resources, demonstrating increased scope and responsibility. Preferred: - Master's degree in Human Resources, Business Administration, Organizational Psychology, Management, or a related field — or equivalent experience. - Certification in Human Resources, Talent Acquisition, or Project Management (e.g., SHRM-CP/SCP, PHR/SPHR, CIR, PMP). - Experience utilizing a broad range of recruiting vehicles and sources, including digital platforms, diversity sourcing channels, and innovative candidate identification techniques. - Proven leadership experience in a staffing or talent acquisition environment; a combination of agency and corporate recruiting experience preferred. - Project management skills and experience with recruiting software systems required. - Demonstrated history of successfully leading major talent acquisition initiatives and enterprise-level programs. - Must be willing to travel up to 25% annually. We'll put each as
• . Skills: Minimum Skills, Knowledge & Abilities list. We need to capture each bullet. List: - Ability to shape and execute enterprise talent acquisition strategy in a complex, fast-paced environment - Ability to manage a recruiting team through large-scale, multidisciplinary hiring initiatives - Ability to manage full life-cycle recruitment processes end to end - Strong consultative and advisory skills; ability to influence and partner with all levels of leadership - Excellent negotiation skills for interactions with management, candidates, and vendors - Strong analytical and data interpretation skills; ability to translate workforce insights into actionable priorities - Knowledge of HR compliance practices including OFCCP, AAP, EEO, and Compensation guidelines - Strong conceptual thinking, strategic planning, and operational execution capabilities - Excellent presentation, communication (oral and written), and interpersonal skills - Ability to build strong, credible relationships across the organization and with external partners - Strong organizational skills with exceptional attention to detail - Ability to collaborate effectively across functions to implement HR staffing strategies and programs - Excellent customer service orientation; ability to multi-task and adapt in a dynamic environment - Ability to resolve associate issues effectively and efficiently - 10+ years of experience in talent acquisition, recruiting strategy, workforce planning, human resources, or a related field required. - Bachelor's degree in human resources, business administration, psychology, organizational development, management, or a related field, or a related field, or equivalent experience required. - Master's degree in human resources, business administration, organizational psychology, management, or a related field, or equivalent experience preferred. - Certification in human resources, talent acquisition, or project management preferred. Note there is duplication with Requirements; but we must preserve all substantive information, not remove duplicates? The instruction: Remove duplicated lines. So we should deduplicate. The Skills section repeats some of the requirements; we should remove duplicated lines. So we should keep unique items. Let's deduplicate. From Skills list, items that are duplicates of Requirements: - 10+ years of experience in talent acquisition, recruiting strategy, workforce planning, human resources, or a related field required. (duplicate of Required experience) - Bachelor's degree in human resources, business administration, psychology, organizational development, management, or a related field, or a related field, or equivalent experience required. (duplicate) - Master's degree in human resources, business administration, organizational psychology, management, or a related field, or equivalent experience preferred. (duplicate) - Certification in human resources, talent acquisition, or project management preferred. (duplicate) We should remove those duplicates from Skills. Thus Skills list will be the remaining unique items. Let's list unique Skills: - Ability to shape and execute enterprise talent acquisition strategy in a complex, fast-paced environment - Ability to manage a recruiting team through large-scale, multidisciplinary hiring initiatives - Ability to manage full life-cycle recruitment processes end to end - Strong consultative and advisory skills; ability to influence and partner with all levels of leadership - Excellent negotiation skills for interactions with management, candidates, and vendors - Strong analytical and data interpretation skills; ability to translate workforce insights into actionable priorities - Knowledge of HR compliance practices including OFCCP, AAP, EEO, and Compensation guidelines - Strong conceptual thinking, strategic planning, and operational execution capabilities - Excellent presentation, communication (oral and written), and interpersonal skills - Ability to build strong, credible relationships across the organization and with external partners - Strong organizational skills with exceptional attention to detail - Ability to collaborate effectively across functions to implement HR staffing strategies and programs - Excellent customer service orientation; ability to multi-task and adapt in a dynamic environment - Ability to resolve associate issues effectively and efficiently Now Benefits: What Cencora offers paragraph. We need to preserve all detail. Paragraph: "We provide compensation, benefits, and resources that enable a highly inclusive culture and support our team members’ ability to live with purpose every day. In addition to traditional offerings like medical, dental, and vision care, we also provide a comprehensive suite of benefits that focus on the physical, emotional, financial, and social aspects of wellness. This encompasses support for working families, which may include backup dependent care, adoption assistance, infertility coverage, family building support, behavioral health solutions, paid parental leave, and paid caregiver leave. To encourage your personal growth, we also offer a variety of training programs, professional development resources, and opportunities to participate in mentorship programs, employee resource groups, volunteer activities, and much more. For details, visit https://www.virtualfairhub.com/cencora" We should keep the URL? It's part of content; we can keep as plain text. Schedule: Full