Director of Talent Acquisition

Healthcare Linen Services Group (HLSG) is a leading provider of mission-critical healthcare linen management services, operating processing plants across the Midwest, Central, and South-Central United States through a family of premier regional brands. HLSG has grown rapidly through both organic expansion and acquisition, and that growth depends on one capability above all others: the ability to staff plants and routes faster, better, and more cost-effectively than the market.

Job Description

Healthcare Linen Services Group (HLSG) is a leading provider of mission-critical healthcare linen management services, operating processing plants across the Midwest, Central, and South-Central United States through a family of premier regional brands. HLSG has grown rapidly through both organic expansion and acquisition, and that growth depends on one capability above all others: the ability to staff plants and routes faster, better, and more cost-effectively than the market.

HLSG is seeking a Director of Talent Acquisition to rebuild that capability. This is a redesign of an existing department rather than the assumption of an established function. The Director serves as the process owner and single point of accountability for full-cycle recruitment within a defined initial scope—beginning with one region—covering how a requisition is opened and approved, to how and where a position is written and posted, to how applicant flow is generated and converted, through screening, interviewing, offer, acceptance, and start.

Reporting to the Vice President of Human Resources, the Director is charged with designing and proving a disciplined, in-house talent acquisition model that can be extended as results warrant and systematically reducing the Company’s overtime and the Company’s reliance on third-party recruiting agencies and the fees that come with them.

This is a build role, not a caretaker role. The Director of Talent Acquisition has the mandate and the autonomy to design the recruiting funnel, configure the technology, define the standards, and write the playbook that will govern how HLSG hires. In a high-volume production and route-service environment, hiring is not a support function—it is the constraint on plant throughput, service reliability, and growth, and this role owns removing it.

HLSG is a six-time Great Place to Work–certified employer, and this position directly shapes whether that reputation reaches the labor market in every plant community the Company serves.

Compensation for this role reflects the scope of functional design and build responsibility, with incentive opportunity tied directly to measurable hiring performance.

• Base Salary: $105,000-$130,000, individually set based on experience and market.
• Performance Incentives:
  • Annual performance incentive of up to 20% of base salary, tied to time-to-fill, plant staffing levels, cost-per-hire and agency spend reduction, and retention of new hires.
  • Incentive achievement is measured against clearly defined annual targets and paid based on results.
• Target Total Compensation:
  Approximately $145,000 at full target achievement.
• All incentive plans are performance-based and reset annually.
• FLSA:
  Exempt

• Recruitment Redesign & In-House Transition (Primary Focus ~40%)
  • Own full-cycle recruitment end-to-end—high-volume production and washroom roles, route service drivers, maintenance and engineering, plant supervision and management, and corporate and leadership positions.
  • Build and execute the roadmap to bring recruiting in-house, systematically reducing dependence on third-party agencies and…