Role Description 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, SuccessFactors, 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. Qualifications - BS/BA degree and a minimum of 12 years of progressive experience in talent sourcing strategy, recruiting operations, workforce analytics, or HR technology implementation. - Demonstrated success leading enterprise-scale sourcing initiatives with measurable organizational impact. - Experience consulting with senior leadership on talent strategy and workforce planning. - Experience in federal, research, or national laboratory environment. Preferred Qualifications - Minimum of 20 years of experience spanning talent acquisition leadership, sourcing methodology development, and HR technology innovation. - Experience recruiting for positions requiring security clearances, with understanding of cleared-talent market dynamics and candidate sensitivities. - Recognized expertise in advanced sourcing techniques including Boolean logic, X-ray search, and competitive intelligence gathering. - Demonstrated proficiency in generative AI platforms (ChatGPT, Claude, Gemini, Copilot) with practical application to recruiting workflows, plus the use of advanced automation tools. - Track record of building sourcing functions, training teams, and establishing organizational best practices. - Experience with CRM implementation and talent community development. - Strong consultative and communication skills with a proven ability to influence executive decision making. - Familiarity with security clearance processes and cleared-talent markets are advantageous. Special Requirement - This is a temporary 36-month position. The appointment length will be up to 36 months with the potential for extension. Initial appointments and extensions are subject to performance and availability of funding. - This position will remain open for a minimum of 5 days after which it will close when a qualified candidate is identified and/or hired.