Pediatric Associates
Facility Corporate - Enterprise Allocations
Schedule - Shift - Hours Full Time - Days
The Talent Acquisition Partner is responsible for the full life-cycle recruitment process for medical and corporate positions up to and including management positions across the enterprise. Plans, organizes, and directs all aspects of the recruitment process. Recommends and implements recruitment strategies to achieve and maintain desired staffing levels. Assists with onboarding and orienting new hires as needed.
ESSENTIAL DUTIES AND RESPONSIBILITIES This list may not include all the duties that may be assigned.
Manages the requisition process, job intakes, postings, and candidate life cycle through the interview process following internal processes, Applicant Tracking System documentation and reporting/tracking talent acquisition metrics.
Develops and builds rapport with internal clients and hiring managers.
Gains understanding of hiring needs, business, services, and organization culture.
Gains knowledge of the job qualifications, experience, and competencies for successful candidates.
Follows through on service level agreements and ensures effective and professional candidate and hiring manager experience.
Develops and executes creative recruitment strategies to identify top talent for positions and achieve desired KPIs and client satisfaction.
Collaborates with compensation department to determine and provide context to offers.
Provides day one guidance for new employees, explains company policies and expectations, procedures, and benefits, contacts.
Conducts internal hiring transactions following internal policies and guidelines.
Coordinates with current and future manager on effective transition dates and document changes.
Partners with medical/technical schools and colleges to build networking relationships including serving on Advisory Boards.
Participates in employer spotlight events, job fairs and other company information sessions.
Implements programs to improve recruiting and hiring efficiencies and reduce turnover such as Hearing & Vision, Extern placement, Job fairs, etc.
Communicates recruitment metrics including extern placement, sourcing, employment status, KPIs, and other ad-hoc measurements.
QUALIFICATIONS EDUCATION:
Minimum associate degree in human resources or related field required.
High School diploma or equivalent with 2 years total experience acceptable in lieu of associate degree.
EXPERIENCE:
Minimum 1 year of recruitment experience required.
Healthcare recruiting experience preferred.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge and skill in interviewing techniques and methods, human resources policies and procedures, and federal, state, and other laws governing employment practices.
Knowledge of hiring practices; knowledge and understanding of employment laws
High degree of initiative, judgement, and discretion
Results oriented and strong interpersonal skills.
Strong presentation, verbal, and written communication skills
High confidentiality
Ability to develop standards.
TYPICAL WORKING CONDITIONS
May be either full time remote/telework or rotate working in the office and remote/telework.
Must be U.S. based.
Frequent telephone interaction
Requires sitting 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 calculator, copier, and other office equipment.
Views and types on computer screens for long periods.
Works in a high-volume environment.
OTHER PHYSICAL REQUIREMENTS
Vision
Sense of sound
Sense of touch
PERFORMANCE REQUIREMENTS
Develops and builds strong rapports with hiring managers based on trust and proven credibility.
Displays passion when solving talent needs and is resourceful in troubleshooting challenges.
Meets recruitment metrics.
Ensures a smooth recruitment and selection process.
Accountable for achieving set recruitment performance metrics and seeks guidance where needed.
Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI ( Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.
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The Talent Acquisition Partner is responsible for the full life-cycle recruitment process for medical and corporate positions up to and including management positions across the enterprise. Plans, organizes, and directs all aspects of the recruitment process. Recommends and implements recruitment strategies to achieve and maintain desired staffing levels. Assists with onboarding and orienting new hires as needed.
ESSENTIAL DUTIES AND RESPONSIBILITIES This list may not include all the duties that may be assigned.
Manages the requisition process, job intakes, postings, and candidate life cycle through the interview process following internal processes, Applicant Tracking System documentation and reporting/tracking talent acquisition metrics.
Develops and builds rapport with internal clients and hiring managers.
Gains understanding of hiring needs, business, services, and organization culture.
Gains knowledge of the job qualifications, experience, and competencies for successful candidates.
Follows through on service level agreements and ensures effective and professional candidate and hiring manager experience.
Develops and executes creative recruitment strategies to identify top talent for positions and achieve desired KPIs and client satisfaction.
Collaborates with compensation department to determine and provide context to offers.
Provides day one guidance for new employees, explains company policies and expectations, procedures, and benefits, contacts.
Conducts internal hiring transactions following internal policies and guidelines.
Coordinates with current and future manager on effective transition dates and document changes.
Partners with medical/technical schools and colleges to build networking relationships including serving on Advisory Boards.
Participates in employer spotlight events, job fairs and other company information sessions.
Implements programs to improve recruiting and hiring efficiencies and reduce turnover such as Hearing & Vision, Extern placement, Job fairs, etc.
Communicates recruitment metrics including extern placement, sourcing, employment status, KPIs, and other ad-hoc measurements.
QUALIFICATIONS EDUCATION:
Minimum associate degree in human resources or related field required.
High School diploma or equivalent with 2 years total experience acceptable in lieu of associate degree.
EXPERIENCE:
Minimum 1 year of recruitment experience required.
Healthcare recruiting experience preferred.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge and skill in interviewing techniques and methods, human resources policies and procedures, and federal, state, and other laws governing employment practices.
Knowledge of hiring practices; knowledge and understanding of employment laws
High degree of initiative, judgement, and discretion
Results oriented and strong interpersonal skills.
Strong presentation, verbal, and written communication skills
High confidentiality
Ability to develop standards.
TYPICAL WORKING CONDITIONS
May be either full time remote/telework or rotate working in the office and remote/telework.
Must be U.S. based.
Frequent telephone interaction
Requires sitting 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 calculator, copier, and other office equipment.
Views and types on computer screens for long periods.
Works in a high-volume environment.
OTHER PHYSICAL REQUIREMENTS
Vision
Sense of sound
Sense of touch
PERFORMANCE REQUIREMENTS
Develops and builds strong rapports with hiring managers based on trust and proven credibility.
Displays passion when solving talent needs and is resourceful in troubleshooting challenges.
Meets recruitment metrics.
Ensures a smooth recruitment and selection process.
Accountable for achieving set recruitment performance metrics and seeks guidance where needed.
Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI ( Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.
#J-18808-Ljbffr