Director of Talent Acquisition & People Development

Trava Health | Full-Time | On-Site | The Woodlands, TXSalary: $85,000 annuallyABOUT TRAVA HEALTHTrava Health is a rapidly growing healthcare company building a modern, patient-centered approach to making high-quality care more accessible and convenient.We are building for significant growth, and we believe the people we hire, and the leaders we develop will determine how successfully we scale.We move quickly, value ownership, and believe great people should be given the opportunity, coaching, and support to become exceptional. As Trava continues to grow, we are intentionally investing in the systems, leadership, culture, and talent required to build a high-performing organization.This is an opportunity to play a central role in building that organization with a phenomenal culture!ABOUT THE ROLETrava Health is seeking a Director of Talent Acquisition & People Development to own two critical areas of our growth:First, recruiting exceptional people. Second, developing and scaling the people already inside our organization.This is a hands-on role. We are looking for someone who can personally source, recruit, interview, negotiate with, and close exceptional candidates... not simply manage outside recruiters or wait for applicants.You will own full-cycle talent acquisition across the organization, including proactive sourcing, passive candidate recruitment, executive and specialized searches, talent pipelines, candidate assessment, compensation benchmarking, offer negotiation, and recruiting strategy.Beyond recruiting, you will help Trava build a high-performance organization by developing our managers and employees. You will partner with leadership to strengthen leadership development, manager coaching, talent development, performance management, succession planning, employee engagement, retention, career development, and organizational effectiveness.As Trava grows, you will help us identify future leaders, develop high-potential employees, strengthen management capabilities, and build scalable people programs and processes that allow our culture and performance standards to grow with the company.The ideal candidate combines the instincts of an exceptional recruiter and talent acquisition leader with the ability to coach, develop, and grow people.TALENT ACQUISITION & RECRUITING

• Own the complete full-cycle recruiting process, including hiring-manager intake, talent sourcing, screening, interviewing, candidate evaluation, interview coordination, offer negotiation, closing, and onboarding.
• Proactively identify, headhunt, source, and recruit high-quality passive candidates across leadership, technical, operational, healthcare, corporate, and specialized positions.
• Develop creative sourcing strategies for competitive, specialized, and difficult-to-fill roles.
• Build and maintain strong talent pipelines for current and anticipated workforce needs.
• Utilize LinkedIn Recruiter, Boolean search, professional networks, referrals, direct outreach, ATS platforms, and other sourcing channels to identify exceptional candidates.
• Partner directly with executives and hiring managers to establish position requirements, candidate profiles, competencies, scorecards, and structured interview processes.
• Maintain a strong understanding of compensation benchmarking, workforce planning, recruiting analytics, hiring trends, and talent-market conditions.
• Advise leadership on compensation, candidate availability, market competitiveness, hiring expectations, and recruiting strategy.
• Evaluate candidates for demonstrated expertise, leadership potential, problem-solving ability, cultural contribution, performance history, and position fit.
• Develop effective screening and structured interviewing practices to accurately assess candidate capabilities in an environment where AI and other technologies increasingly influence the hiring process.
• Negotiate compensation and offers while balancing candidate expectations, market conditions, internal equity, and company objectives.
• Build strong candidate relationships and effectively communicate Trava Health's mission, culture, opportunities, and growth trajectory.
• Independently manage multiple searches while maintaining urgency, organization, communication, and momentum throughout the hiring process.
• Track and continuously improve recruiting metrics including time-to-fill, quality of hire, offer acceptance, source effectiveness, candidate experience, and retention.PEOPLE & LEADERSHIP DEVELOPMENT
• Partner with company leadership to build a scalable talent development and leadership development strategy as Trava grows.
• Coach and develop managers to become stronger leaders, communicators, decision-makers, and people developers.
• Establish regular manager coaching, leadership training, feedback, and development programs that improve leadership effectiveness across the organization.
• Help managers establish clear expectations, provide effective feedback, hold employees accountable, recognize strong performance, and address performance issues constructively.
• Identify high-potential employees and emerging leaders and create development plans that prepare them for increased responsibility and future leadership opportunities.
• Build career development, internal mobility, succession planning, and leadership pipeline programs that allow Trava to develop and promote talent from within.
• Partner with leadership and managers on performance management, goal setting, employee development plans, performance reviews, and ongoing feedback.
• Help establish clear competencies and expectations for managers and leaders at different levels of the organization.
• Support employee engagement, retention, recognition, and culture-building initiatives that strengthen the employee experience while maintaining high performance standards.
• Identify organizational talent gaps and recommend recruiting, training, coaching, or development strategies to address them.
• Help create scalable People Operations, onboarding, training, talent management, and organizational development processes as headcount increases.
• Use employee feedback, performance information, retention trends, recruiting data, and other people analytics to identify opportunities to strengthen the organization.
• Serve as a trusted People partner to leadership while remaining accessible and connected to employees throughout the organization.QUALIFICATIONS
• Proven experience in full-cycle recruiting, talent acquisition, or executive recruiting, with a strong track record of independently managing searches from intake through accepted offer.
• Significant experience with proactive sourcing, headhunting, passive candidate recruitment, talent pipelines, and direct candidate outreach.
• Demonstrated ability to recruit leadership, professional, technical, specialized, or difficult-to-fill positions.
• Experience partnering directly with executives and hiring managers on workforce and talent needs.
• Experience in leadership development, talent development, manager coaching, organizational development, performance management, or employee development.
• Demonstrated ability to coach managers and help improve leadership effectiveness.
• Strong understanding of talent management, succession planning, employee engagement, retention, career development, and high-potential employee development.
• Strong knowledge of compensation benchmarking and talent-market trends.
• Excellent candidate assessment, structured interviewing, negotiation, and closing abilities.
• Experience with LinkedIn Recruiter, ATS platforms, Boolean search, sourcing tools, and modern recruiting technology.
• Familiarity with AI tools and their impact on recruiting, interviewing, candidate assessment, and People operations.
• Ability to use recruiting and people data to identify trends, measure effectiveness, and make informed recommendations.
• Strong judgment and the ability to appropriately challenge hiring or management assumptions using data and professional expertise.
• Excellent written and verbal communication skills.
• Highly organized, resourceful, proactive, and comfortable operating independently in a fast-paced, growing organization.PREFERRED EXPERIENCE
• Experience working in a high-growth, startup, scale-up, healthcare, telehealth, technology, or similarly fast-paced organization.
• Experience helping an organization scale its workforce and People infrastructure.
• Experience building recruiting, onboarding, leadership development, performance management, or talent-development programs from the ground up.
• Experience developing managers who were promoted internally into their first leadership positions.
• Experience creating career paths, succession plans, leadership pipelines, or high-potential employee programs.
• Experience with organizational design, workforce planning, employee engagement, retention strategy, and People analytics.COMPENSATION & BENEFITS
• $85,000 annual salary
• 80% employer-paid health insurance coverage
• 18 days of paid time off
• Paid company holidaysWHY TRAVA HEALTHTrava Health is a unique company with a one-of-a-kind culture built around great people, big ideas, and a genuine passion for what we do. The ideal person for this role won't just protect that culture—they'll add to it.Trava is in hyper-growth mode, making this role critical to our next phase of growth. You will help us find exceptional people, develop future leaders, and ensure our culture becomes even stronger as we scale.If you want to be part of a company where you can make a real impact, help shape what comes next, and look back knowing you helped build it, Trava Health is the place to do it.