Talent Sourcing Strategy Lead; Remote Eligible

Position: Talent Sourcing Strategy Lead (Remote Eligible)
Requisition

Annual Salary Range: $ - $

Work-Site Type:
Remote

ORNL offers a flexible work environment that supports both the organization and the employee. In addition, this position is considered remote-eligible for ORNL in pre-approved locations. Remote-eligibility is not a continued guarantee and could be subject to change based on evolving organizational needs.

Note about pay range:

Please note that the pay range information is a general guideline only. Many factors are taken into consideration when setting starting pay. Salary for this position will be commensurate with the final candidate's qualifications and experience, including skills, knowledge, relevant education, certifications, plus also aligned with the internal peer group. It is not typical for an individual to be offered a salary at or near the top of the range for a position.

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Position Type:

This is a full-time temporary appointment for up to 36 months. Initial appointments and extensions are subject to performance and availability of funding.

Overview:

The Talent Sourcing Strategy Lead serves as ORNL's lead expert in advanced sourcing strategy and innovation within the Talent Acquisition (TA) division. This position is responsible for developing and managing enterprise-level sourcing solutions that leverage artificial intelligence (AI), data analytics, and workforce planning to identify and engage top talent across scientific, technical, and operational disciplines.

Working with considerable latitude, this position partners closely with senior leadership across the HR Directorate to ensure that sourcing and recruiting strategies are fully integrated and aligned with ORNL's mission and business needs.

As both a strategic consultant and a technical practitioner, this individual also serves as the division's lead prompt engineer, developing and optimizing AI-driven sourcing workflows that enhance recruiter effectiveness, market intelligence, and proactive pipeline development.

Major

Duties and Responsibilities:

* Architect and govern enterprise sourcing and AI enabled workflows that support candidate identification, market intelligence, pipeline optimization, and long-range workforce planning for ORNL's most complex and security sensitive roles.

* Serve as ORNL's lead sourcing strategist and talent‑intelligence consultant, advising HR leadership, directorates, and senior management on labor‑market trends, workforce forecasting, and competitive hiring strategies.

* Lead design, implementation, and continuous improvement of AI systems, including prompt engineering, automation frameworks, and ethical‑AI governance (bias audits, privacy controls, tool‑vetting records).

* Steward the enterprise CRM and sourcing technology ecosystem, overseeing workflow governance, platform enhancements, data integrity standards, and integration across TA systems (CRM, Success Factors, talent intelligence tools).

* Own the Sourcing Innovation Roadmap, coordinating strategic advancement of AI capabilities, CRM functionality, market‑mapping tools, and sourcing automation aligned to the TA Five‑Year Strategy.

* Build proactive, data‑driven talent pipelines through CRM‑enabled communities, long‑cycle candidate engagement, competitor mapping, skills‑emergence tracking, and predictive analytics for succession‑critical roles.

* Develop and govern sourcing methodologies, standards, playbooks, and reusable assets to ensure consistency, auditability, and operational efficiency across the TA division.

* Design and deliver advanced training programs including AI prompt development, labor‑market research, and data‑driven recruiting; mentor TA professionals to elevate sourcing capability and ethical AI use.

* Create executive dashboards and analytics frameworks that connect sourcing inputs to business outcomes, define performance indicators, and deliver actionable insights to senior HR and laboratory leadership.

* Represent ORNL in industry forums and DOE peer networks, monitoring emerging AI and sourcing innovations, benchmarking practices, and strengthening the laboratory's employer brand and competitive position.

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