Director of Talent Acquisition
The Director of Talent Acquisition leads Carenet Healthcare Services in finding and retaining excellent team members. The Director of Talent Acquisition also works closely with business partners to identify and clarify talent/ position needs, and monitors and assist business partners in building Team Member retention and performance.
The Director of Talent Acquisition is responsible for the following:
- Plan & Oversee Staffing Initiatives;
- Partner in Tracking and Improve Retention Metrics;
- Lead Succession Planning for all levels within the Organization;
- Promoting and Enhancing the Employment Brand; and
- Collaboration with Carenet Team.
Essential Duties and Responsibilities
Plan & Oversee Staffing Initiatives:
Develops and implements strategic initiatives for recruiting diverse talent in a multi-site organization.
Manages internal and external full cycle recruitment.
Manages full cycle recruiting process to meet the various staffing goals across the organization, ensuring positions are hired consistent with key performance metrics.
Develops talent acquisition strategies and hiring plans working with the Manager of Recruiting, including strategically sourcing to fill open positions, anticipating future needs, planning and conducting recruitment and selection processes to ensure there is a robust qualified pipeline. This includes, but is not limited to, evolving current procedures, templates and processes.
Assists with full-cycle Recruiting processes as necessary.
Maximizes effectiveness of Applicant Tracking Systems (ATS) systems and other databases. Maintains up-to-date candidate profiles in ATS.
Documents all recruiting processes, procedures and standards.
Uses metrics to create reports and identify areas of improvement, and to monitor effectiveness.
Takes steps to ensure positive candidate experience.
Works with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria and within expected timelines.
Ensures current staffing plans are align with forecasts and company needs by partnering ins activities such as workforce meetings and working directly with other team leaders.
Advises business owners of all recruitment and interviewing processes and policies, and their role in securing the necessary talent.
Develops written job descriptions and position-specific recruitment campaigns to meet the needs outlined by hiring managers and business leaders.
Manages the Recruiting budget and work with Finance to manage open headcount and budgets associated with open positions.
Ensures compliance with all local, state and federal laws and regulations, including Affirmative Action and diversity initiatives.
Responsible for all affirmative action efforts and plan documentation.
Tracking and Strategically Partnering to Maintain and Improve Retention Metrics
Creates and maintains retention metrics for the human resource functions and assists in improving team member engagement, development, and retention, including but not limited to oversight and reporting of exit interview process.
Uses metrics to identify, measure, and report areas of improvement or areas of challenge.
Recommends and initiates for improved and management improvement imitative as assigned.
Create and Lead Execution of Succession Planning for all levels within the organization:
Develops strong relationships and partnership with hiring managers, business. Work with hiring managers to ensure job requirements and expectations are clearly understood and internal candidates are assessed against appropriate criteria.
Partners with business leaders to identify emerging talent, and assist business leaders in creating a development plan to timely mature talent to meet business needs.
Creates database of resumes for ongoing opportunities (internal and external) for future positions that are anticipated.
Responsible for creating internal transfer/promotion letters.
Promoting and Enhancing the Employment Brand:
Leads employment branding initiatives inside and outside the organization. Maintains community relationships by organize and/or attend career fairs, assessment centers or other vents.
Establishing relationships with community Universities, Colleges,
Community Colleges and Trade Schools, Workforce, Brooks City Base and other community partners.
Participates and leads internal training, and/or teambuilding activities.
Frequent communication with the team members and new position trainers during the on-boarding process to ensure new employees are properly welcomed to the company.
Collaboration with Carenet Team:
Acts as a role model and mentor for the team, and accept responsibilities to nurture culture. Performs with the highest level of integrity and consistent with the company’s core values: Smile First, Work with Gusto, Be Memorable, Enjoy the Ride, Always do What’s Right, and Strike a Balance.
Establishes and maintains effective working relationships with a variety of people including staff, clients, prospects, vendors, trading partners, professional organizations, regulators and senior management.
Other duties and projects may be assigned by VP of People Services.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Bachelor’s degree from accredited college/university in Business Administration, Human Resources or relevant field. 7 plus years of Recruitment and Recruiting leadership experience. Experience using Applicant Tracking Systems and various other recruiting platforms, prefer prior experience in major upgrades of ATS or implementation of new systems. Must have experience on mapping and sourcing resumes from all resources. UltiPro/Ultimate Software knowledge is not required, but preferred.
Excellent Human Resources knowledge regarding EEO, Wage and Hour Requirements, Fair Credit Reporting Action, and other regulations, laws, and processes. SPHR or similar validation of knowledge preferred. Clear understanding of the end to end recruitment lifecycle processes, and continuous improvement. Ability to understand the duties and competencies of different roles.
Clear understanding of the end to end recruitment lifecycle processes, and continuous improvement. A leader and strategic thinker. Ability to understand the duties and competencies of different roles. Experience in full-cycle recruiting and employment branding