Recruitment Strategy and Talent Acquisition Lead

Recruitment Strategy and Talent Acquisition Lead – 24-month temporary opportunity with NSW Health. The Strategic Medical Operations Unit is establishing a locum medical workforce sourcing business to engage medical locums, reduce reliance on third-party agencies, improve cost control, and enhance system quality. The role provides expert guidance on recruitment and talent acquisition strategy and leads the development of innovative practices and policies to deliver an optimal candidate experience and streamlined hiring for contingent medical officers.

The Strategic Recruitment & Talent Acquisition Lead will be the SME within the Strategic Medical Operations Development Team, focusing on data-driven insights, stakeholder engagement, and end-to-end recruitment capabilities. Responsibilities include developing a go-to-market launch campaign and BAU registration/recruitment campaigns for contingent medical officers, and exploring innovative ways to engage with doctors to enhance attraction and retention strategies.

Health Manager Level 5, starting salary from $166,678 - $186,448 p.a. plus super and annual leave loading, 35-hour work week, location: 1 Reserve Road, St Leonards.

• Develop and implement a robust talent strategy to attract both specialist and non-specialist doctors aligned with NSW Health's workforce goals.
• Provide input into the design of a new recruitment ICT system and drive policy reform to support efficient and innovative contingent workforce recruitment.
• Promote NSW Health's employer brand through national and international campaigns to build a strong internal talent bank and reduce reliance on external agencies.
• Collaborate with key stakeholders to improve recruitment processes and use data analytics to inform strategy, monitor performance, and support decision-making.
• Ensure recruitment practices are cost-effective, legally compliant, and aligned with industry best practices.

• Extensive leadership experience in talent acquisition, talent development and/or a related field.
• Relevant tertiary qualifications in human resources, people and culture, public policy or related field (and/or relevant industry experience in talent acquisition).
• Track record in driving an innovation agenda to support HR and talent functions, including policy, process, or technology.
• Proven ability to manage stakeholders with conflicting agendas and multiple priorities to deliver projects on time.
• Experience in leading development and implementation of innovative technology solutions to support talent and recruitment functions, including eliciting and developing business requirements from lay and expert stakeholders.

Please review the role description and submit your up-to-date resume (up to 5 pages) and cover letter (1-2 pages) and demonstrate your ability by attaching a response to the target question below.

Target Question (1-2 pages): Describe a time when you led the development and implementation of an innovative recruitment or workforce initiative that involved multiple stakeholders and the use of technology. Include the problem, summary of the initiative, key challenges, stakeholder influence, and how data-derived insights informed your strategy and outcomes.

Use the capability application tool to practice responses. For role queries, contact Dr Louise Messara at louise.messara@health.nsw.gov.au and quote REQ603289. If any recruitment adjustments are required, contact Frankie De Luca at frankie.deluca@health.nsw.gov.au.

Closing Date: Tuesday 23 September 2025.

NSW Health is committed to a diverse, inclusive, and flexible environment. We actively promote the employment of women, people with disabilities, Aboriginal and Torres Strait Islander peoples, LGBTIQ+ communities, and people from culturally and linguistically diverse backgrounds. Aboriginal or Torres Strait Islander applicants seeking assistance can visit The Stepping Up Initiative. Eligibility: Australian citizen, permanent resident, New Zealand citizen, or visa that permits work in Australia.

• This is a temporary role with potential opportunities for ongoing employment at the grade.
• The selection process will include merit-based techniques to assess suitability.