Head of Talent Acquisition

Commonwealth Search Partners (CSP)

Job Description

Commonwealth Search Partners (CSP) is a newly launched executive search firm, created by health centers, for health centers. Founded in 2025 by the Massachusetts League of Community Health Centers (Mass League), CSP was established to meet the growing demand for strong, mission-driven executive leadership in community health centers and nonprofit organizations nationwide.


Position Summary

We are seeking our first hire, the Head of Talent Acquisition, who will play a foundational and visionary role in shaping CSP's work and impact. This is a unique opportunity to support the growth of an organization from the ground up: designing recruitment strategies, shaping operations, enhancing the candidate experience, driving innovation in sourcing, and establishing CSP's reputation as a trusted partner for executive search in the community health center movement.

The Head of Talent Acquisition will lead executive recruitment efforts on behalf of CSP's clients, with a focus on attracting, assessing, and placing diverse, high-caliber leaders. This role will be responsible for building CSP's candidate pipeline, executing full-cycle searches, and developing the systems and processes that will define CSP's approach.

As CSP's first employee, the Head of Talent Acquisition will work closely with the Mass League and community health center leaders to grow CSP's capacity, build its national candidate database, and ensure every search reflects the values of diversity, equity, and inclusion.


Essential Functions (The following is a list of essential functions, which may be subject to change at any time and without advance notice. Management may assign new duties, reassign existing duties, or eliminate a role. Responsibilities include but may not be limited to the following.)

  • Develop and maintain a proprietary, national database of current and potential community health center leaders.
  • Executive Search Strategy: Develop and execute comprehensive executive search strategies to identify and attract high-caliber candidates for senior-level positions.
  • Candidate Sourcing: Utilize various sourcing methods to identify high potential passive and active candidates, which include networking, direct outreach, and social media to identify and engage potential executive candidates. Foster a culture of diversity, equity, and inclusion, while taking purposeful steps to recruit a diverse workforce.
  • Candidate Assessment: Conduct in-depth interviews, assessments, and evaluations of executive candidates to determine their qualification match, cultural fit and compatibility.
  • Collaboration: Work closely with health center partners to understand their talent needs, align recruitment strategies with their business goals, and provide expert guidance on hiring decisions. Proficient in leveraging influence to create consensus with an ability to navigate a diverse group of stakeholders, build a network of allies, and earn and maintain stakeholder trust and respect.
  • Market Research: Stay up-to-date with industry trends, competitor analysis, and talent market insights to make data-driven recommendations for executive talent acquisition.
  • Candidate Relationship Management: Build and maintain relationships with potential executive candidates, ensuring a positive candidate experience throughout the recruitment process.
  • Compliance: Ensure all recruitment practices adhere to legal and regulatory requirements, including equal employment opportunity (EEO) guidelines.
  • Metrics and Reporting: Track and report on key recruitment metrics, such as time-to-fill and candidate quality, to assess the effectiveness of recruitment strategies.
  • Administrative Support: Provide ongoing documentation and tracking for executive recruitment, oversee CSP branding and Community Health Centers diversity hiring initiatives, scheduling for interviews, and ensure compliance with labor laws and internal policies.
Other Responsibilities:

  • Complete other duties as assigned, including
    • Represent CSP at meetings, trade events, and partnership opportunities
    • Marketing and outreach efforts
    • Provide business planning guidance
    • Any additional duties not listed on this document

Competencies/Skills:

  • Business Acumen: Ability to develop and implement growth strategies and long-term strategic planning.
  • Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area.
  • Problem Solving: Ability to address problems that are broad, complex, and abstract, often requiring substantial creativity, resourcefulness, staff engagement, Lean diagnostic techniques, negotiation, and diplomacy to develop solutions.
  • Independence of Action: Ability to set goals and priorities for functional area. May make recommendations for specific policies and practices. The Mass League provides broad guidance and overall direction.
  • Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management, and external partners across functional areas.
  • Oral Communications: Ability to comprehend and communicate complex verbal information in English to external partners and internal stakeholders.
  • Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices, and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas.
  • Teamwork: Ability to collaborate across teams to support projects or groups both internal and external to CSP and across functional areas.
  • Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations across multiple areas in a timely and respectful manner.

Education and Experience:

  • Bachelor's Degree required in Human Resources, Business Administration, or a related field.
  • At least 8 - 10 years of progressive experience in talent acquisition, recruitment or executive search - this would include full-cycle recruiting, strategic talent planning, and leadership of recruiting functions. Within that, ideally 3 - 5 years in a leadership or management capacity.
  • Proven experience in executive recruitment (healthcare preferred), ideally in a community health center or executive search firm environment.
  • Experience supporting community health centers or other mission-aligned health and human service nonprofit organizations.
  • Strong knowledge of nonprofit executive compensation structures and negotiation tactics.
  • Exceptional communication and interpersonal skills, with the ability to establish and maintain relationships with senior executives.
  • Strategic thinking and problem-solving abilities.
  • Knowledge of legal and regulatory compliance related to recruitment and hiring.
  • Highly organized, detail-oriented, and able to manage multiple executive searches simultaneously.
  • Confidentiality and discretion in handling sensitive executive recruitment matters.

Requirements:

  • Strong interpersonal communication skills and the ability to communicate effectively with diverse coworkers, business partners, clients, etc., are required.
  • Must have reliable transportation to get to other sites and meetings as needed.
  • The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully.

While performing the duties of this job, the employee is required to regularly participate in meetings, conferences, and other work functions. The employee must be able to remain in a stationary position 80% of the time. The employee needs to move inside and outside the office to access file cabinets, office equipment and meet with community partners at different sites. The position requires occasionally lifting office products and supplies up to 50 pounds and traveling to various locations for meetings.


The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities.

It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities.