PRIMARY FUNCTION: The HR Talent Acquisition Manager is responsible for developing, planning, organizing and directing all aspects of a full life cycle recruitment strategy and initiatives.
Provide subject matter expertise in all staffing policies and processes and maintain knowledge on all equal employment opportunity regulations. Maintain knowledge on all industry trends to ensure compliance to all recruitment guidelines.
REPORTS TO: Reports to the Director of Human Resources and Sr. Human Resources Manager.
SUPERVISORY RESPONSIBILITIES: Lead and supervise talent acquisition team.
ESSENTIAL FUNCTIONS OF THE JOB: (This list may not include all of the duties that may be assigned.)
- Responsible for the full life cycle recruitment of executive, management, administrative, medical, and technical positions throughout the company.
- Develop and maintain effective recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc.
- Supervise and develop talent acquisition team to effectively manage and support recruiting process and initiatives.
- Develop recruitment strategies and initiatives to achieve and maintain required staffing levels throughout organization.
- Analyze employment applications received to determine suitability for employment. When information indicates a good applicant, perform screening to select appropriate candidates to send to managers to interview and select for a position.
- Develop and maintain efficient relationships with all hiring managers and administer all recruitment activities.
- Lead both external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles).
- Identify and source appropriate talent for current open roles within the organization.
- Identify future talent needs and proactively recruiting and sourcing; developing talent pool.
- Determine all recruitment strategies for executive positions.
- Advise candidates on benefits, salary, and work environment.
- Provide recruitment guidance to hiring managers and HR professionals with hiring and employment data. Develop specialized or competitive intelligence and research in regards to talent development or retention.
- Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs. Measure effectiveness of job sources in order to yield positive results.
- Participate and lead in employment events, such as career / job fairs.
- Utilize and maintain applicant tracking system and other recruiting sources to track applicants through the selection phase through to on-boarding.
- Conduct background screening (AHCA and Drug screening) and reference checks.
- Enter new hire data into ADP as needed. Prepare new hire identification badge via Asure ID Express System.
- Conduct new employee orientation, providing explanations of company policies, procedures and benefits.
- Coordinate and track extern/intern placement in our practice.
- Develop and maintain professional relationships with college, university and community college placement offices as a source to generate qualified applicants.
- Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.
- Complete and submit weekly, monthly, quarterly, and yearly reports on recruitment, extern placement, internal job posting and employment activity.
- Participate in professional development activities.
- Provide continuous improvement to all service levels and assist in effectiveness of all costs processes and supervise all vendor policies and programs for all recruitment services.
- Other duties as assigned.
TYPICAL WORKING CONDITIONS: Working in an office environment. Involves frequent telephone interaction. May require sitting or standing for long periods; also stooping, bending and stretching for files and supplies. Occasionally lifting files, boxes weighing up to 50 pounds. Requires manual dexterity sufficient to operate a keyboard, type at 35 wpm, operate projector, copier, and such other office and training equipment as necessary. Must be able to communicate clearly and present to small - large groups. It is necessary to view and type on computer screens for long periods and to work in a high volume environment.
Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI in accordance with organizational policy, Federal, State, and local regulations.
Education: Bachelor’s Degree in Human Resources, Business Administration, Education or related field. Commensurate work experience can be substituted for education.
*Upon hire, and for the duration of the employment period driver’s license must be active and valid.*
Experience: At least three years of recruitment management experience in a corporate or business setting, preferably in human resources, personnel or administration, and/or healthcare environment.
Knowledge, Skills & Abilities: Knowledge of HR laws and regulations related to the training and recruitment. Ability to manage multiple and completing tasks and prioritizes with flexibility, ownership and reliable follow-up. Analytical and problem-solving skills. Excellent oral and written communication skills. The Training and Development Manager must be skilled in developing and conducting training programs, evaluations, assessments, surveys; have knowledge of learning principles and training techniques; knowledge of state/federal requirements. Also important is the ability to communicate effectively with the management team, and at all levels of the organization. Proven ability to lead by example and foster mentoring relationships. Outstanding verbal, written, multi-tasking and presentation skills