Key Responsibilities
1. Strategic Planning & Data-Driven Recruitment
● Develop and Execute Strategy: Translate business goals and the TA department’s strategic roadmap into actionable recruiting plans.
● Workforce Forecasting: Collaborate with leadership to forecast future staffing needs and proactively plan for critical skill gaps, particularly in clinical and specialized healthcare roles.
...
● Analytics and Reporting: Own the Data-Driven Recruitment pillar by tracking key performance indicators (KPIs) such as Time to Fill and Offer Acceptance Rate, and using this data to continuously improve hiring effectiveness.
● Finding Presentation: Strategically analyze and present to the executives the operational and financial impact of key human capital programs, including salary structuring, attrition forecasting, poaching defense strategies, and onboarding efficiency.
● Budget Management: Manage the recruitment budget, including vendor contracts, sourcing tools, and Cost-per-Hire metrics. 2. Hands-on Talent Sourcing & Pipeline Development● Direct Hiring: Serve as the strategic human capital leader for senior talent, personally sourcing, interviewing, and closing candidates for key senior roles
● Talent Pipelining: Proactively develop and maintain a strong, long-term pipeline of passive candidates for future strategic needs through expert market mapping and targeted direct outreach (i.e., "poaching").
● Employer Branding: Lead employment branding initiatives and manage the company's presence on professional networks, job boards, and career sites to position as a top-tier employer. 3. Candidate & Hiring Manager Experience
● Candidate Experience Excellence: Ensure a seamless and positive experience for all candidates, from initial contact through to onboarding.
● Strategic Partnerships: Act as a true business partner to hiring managers, providing expert consultation on job profile development, market trends, compensation, and
interview best practices.
● Process Oversight: Oversee the full recruitment life cycle, including job requisition, screening, interviewing, and offer negotiation. 4. Team Leadership & Compliance
● Team Leadership: Mentor, coach, and guide a team of recruiters and coordinators, fostering a high-performance, candidate-friendly culture.
● Technology Optimization: Maximize the use and functionality of the Applicant Tracking System (ATS) and other recruitment technologies.
● Compliance: Enforce all hiring practices and documentation adhere to federal, state, and healthcare industry-specific labor laws and regulations based on consultant recommendations.
experience
12show more Key Responsibilities
1. Strategic Planning & Data-Driven Recruitment
● Develop and Execute Strategy: Translate business goals and the TA department’s strategic roadmap into actionable recruiting plans.
● Workforce Forecasting: Collaborate with leadership to forecast future staffing needs and proactively plan for critical skill gaps, particularly in clinical and specialized healthcare roles.
● Analytics and Reporting: Own the Data-Driven Recruitment pillar by tracking key performance indicators (KPIs) such as Time to Fill and Offer Acceptance Rate, and using this data to continuously improve hiring effectiveness.
● Finding Presentation: Strategically analyze and present to the executives the operational and financial impact of key human capital programs, including salary structuring, attrition forecasting, poaching defense strategies, and onboarding efficiency.
● Budget Management: Manage the recruitment budget, including vendor contracts, sourcing tools, and Cost-per-Hire metrics. 2. Hands-on Talent Sourcing & Pipeline Development● Direct Hiring: Serve as the strategic human capital leader for senior talent, personally sourcing, interviewing, and closing candidates for key senior roles
...
● Talent Pipelining: Proactively develop and maintain a strong, long-term pipeline of passive candidates for future strategic needs through expert market mapping and targeted direct outreach (i.e., "poaching").
● Employer Branding: Lead employment branding initiatives and manage the company's presence on professional networks, job boards, and career sites to position as a top-tier employer. 3. Candidate & Hiring Manager Experience
● Candidate Experience Excellence: Ensure a seamless and positive experience for all candidates, from initial contact through to onboarding.
● Strategic Partnerships: Act as a true business partner to hiring managers, providing expert consultation on job profile development, market trends, compensation, and
interview best practices.
● Process Oversight: Oversee the full recruitment life cycle, including job requisition, screening, interviewing, and offer negotiation. 4. Team Leadership & Compliance
● Team Leadership: Mentor, coach, and guide a team of recruiters and coordinators, fostering a high-performance, candidate-friendly culture.
● Technology Optimization: Maximize the use and functionality of the Applicant Tracking System (ATS) and other recruitment technologies.
● Compliance: Enforce all hiring practices and documentation adhere to federal, state, and healthcare industry-specific labor laws and regulations based on consultant recommendations.
experience
12show more
