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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Director, Enterprise Workforce Solutions - **Company:** Amplity Health - **Location:** United States (Remote available) - **Experience:** Starter - **Salary:** $85,000.0 - $120,000.0 - **Contract:** Permanent contract - **Skills:** Artificial Intelligence, Applicant Tracking Systems, Human Resources Information System (HRIS), Knowledge Management, Servicenow - **Published:** September 25, 2026 - **Apply:** https://www.builtincolorado.com/job/director-enterprise-workforce-solutions-remote-us/11364403?handler=ApplyRedirect ## About the Role * Bachelor's degree required; advanced degree or relevant professional certification preferred. * 7+ years of progressive talent acquisition leadership experience, including experience leading recruiting delivery in an RPO, staffing, professional services, or similar client-facing environment. * Demonstrated experience selecting, implementing, optimizing, or transforming an enterprise applicant tracking system or recruiting technology ecosystem. * Proven track record leading talent acquisition transformation through influence, cross-functional alignment, and sustained adoption. * Experience in a people-based services business where labor, capacity, utilization, cost-to-serve, and delivered margin are central to business performance. * Experience developing recruiting metrics, dashboards, and reporting that inform executive-level decisions. * Life sciences, pharmaceutical services, healthcare commercial services, field commercial, medical affairs, or medical science liaison recruiting experience strongly preferred. * Experience with AI-enabled recruiting technology and related compliance considerations preferred. * Experience in a private equity-backed, high-growth, or transformation-oriented environment preferred. * Skills and Competencies * Enterprise mindset with the ability to balance standardization, business flexibility, and client-specific delivery needs. * Strong change leadership skills, with the ability to influence across all levels and functions. * Operational discipline and comfort translating strategy into practical processes, governance, tools, and metrics. * Data-driven decision-making and ability to connect talent acquisition performance to business performance. * Strong communication, facilitation, and executive presentation skills. * High accountability, sound judgment, and comfort working in a fast-paced, evolving environment. * Commitment to responsible, compliant, inclusive, and candidate-centered recruiting practices. Physical Requirements * Ability to sit for extended periods while working at a computer, participating in virtual meetings, and performing administrative duties. * Ability to travel occasionally for meetings, training, client engagements, or company events, as required. * Must be able to perform the essential functions of the position, with or without reasonable accommodation. ## Description Reporting to the Chief People Officer, the Director, Workforce Solutions will design and implement a unified talent acquisition operating model that connects recruiting execution to business outcomes. This role will establish consistent processes, tools, governance, metrics, and enablement across client-facing and enterprise hiring while ensuring the model is flexible enough to support different business needs and client commitments. This is a hands-on transformation leadership role for a builder who can diagnose current-state gaps, align stakeholders, implement practical solutions, and embed new ways of working that improve recruiter productivity, hiring manager experience, candidate quality, cost efficiency, cycle time, and client delivery., * Design, implement, and continuously improve a global talent acquisition operating model spanning both client-facing and company recruiting delivery. * Define clear roles, responsibilities, service standards, and governance mechanisms across recruiting and their key stakeholders. * Lead the evaluation, optimization, and implementation of applicant tracking systems and related recruiting technology, including integration points with HRIS, CRM, assessment, scheduling, onboarding, and client reporting tools. * Evaluate, pilot, and operationalize AI-enabled recruiting tools responsibly, partnering with Legal, Compliance, IT, and HR to establish validation, bias testing, disclosure, audit, and user training practices. * Build standardized recruiting processes across the opportunity-to-hire lifecycle, including documented playbooks, service-level expectations, behavioral interview guides, and structured evaluation criteria. * Create a reporting and analytics framework that provides leadership visibility into KPIs and hiring outcomes. * Partner with functional experts to connect demand forecasting, capacity modeling, and hiring plans to business pipeline and client commitments. Communicate the productivity, margin, and revenue impact of recruiting improvements, including cycle-time compression, capacity creation, and faster time-to-productivity. * Partner with client-facing leaders on recruiting solution design and business reviews where recruiting capability is a key differentiator. * Lead change management and stakeholder alignment across leaders and teams who may not directly report to this role, ensuring adoption and sustained accountability after launch., Coordinate end-to-end installation projects for customers by tracking progress, scheduling within SLAs, documenting interactions, resolving work order issues, and communicating with customers, service providers, stores and vendors. Maintain compliance documentation, use systems (Installation Management System, myRedVest, Salesforce), deliver customer support via inbound/outbound calls, and adapt to process changes while meeting performance goals. ## Related Videos - [Building Talent Acquisitions Teams](https://www.wearedevelopers.com/videos/1496-building-talent-acquisitions-teams) - [Edit Your Future: Queerverse Radical AI](https://www.wearedevelopers.com/videos/909-edit-your-future-queerverse-radical-ai) - [Same Tower, New Confusion: The Tower of Babel 2.0](https://www.wearedevelopers.com/videos/100101-same-tower-new-confusion-the-tower-of-babel-2-0) - [Applying Agile Principles to Incident Management ](https://www.wearedevelopers.com/videos/101-applying-agile-principles-to-incident-management) - [AI is dead, long live AK](https://www.wearedevelopers.com/videos/1093-ai-is-dead-long-live-ak) - [How to be balanced in a software development team](https://www.wearedevelopers.com/videos/66-how-to-be-balanced-in-a-software-development-team) ## Related Articles - [Fully Remote Software Engineer Jobs](https://www.wearedevelopers.com/magazine/447-fully-remote-software-engineer-jobs) - [Coffee with Developers - Maria Apazoglou - Making AI understandable for all in production](https://www.wearedevelopers.com/magazine/475-coffee-with-developers-maria-apazoglou-making-ai-understandable-for-all-in-production) - [The Best Job Search Websites of 2025](https://www.wearedevelopers.com/magazine/368-the-best-job-search-websites-of-2025) - [Top HR Tech Conferences in 2024](https://www.wearedevelopers.com/magazine/303-top-hr-tech-conferences-in-2024) - [Find a Developer Job: 12 Best Job Sites For Developers](https://www.wearedevelopers.com/magazine/165-find-a-developer-job-12-best-job-sites-for-developers) - [Is Software Engineering Over-Saturated?](https://www.wearedevelopers.com/magazine/418-is-software-engineering-over-saturated)