Job Location (Full Address):

60 Corporate Woods, Brighton, New York, United States of America, 14623

Opening:

Worker Subtype:
Regular

Time Type:
Full time

Scheduled Weekly Hours:
40

Department:
100991 Talent Acquisition

Work Shift:
UR - Day (United States of America)

Range:
UR URG 115

Compensation Range:
$96,860.00 - $145,290.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

The Talent Acquisition Manager provides leadership and operational support for a team of Talent Acquisition Specialists/Recruiters, in this case, Faculty Recruitment. Faculty Recruitment comprises URochester Medicine physician and basic science faculty.

The successful candidate will bring demonstrated experience recruiting clinicians (MD/DO) and/or academic faculty within a healthcare system, academic medical center, physician practice, or physician search-firm environment. Experience leading complex searches for physician leadership positions, including department Chairs, division Chiefs, Medical Directors, or other senior faculty appointments, is strongly preferred. Knowledge of physician sourcing strategies, physician workforce dynamics, and candidate engagement within medicine is essential.

Job Description:

The Talent Acquisition Manager provides leadership and operational support for a team of Talent Acquisition Specialists/Recruiters. Oversees the daily activity of Talent Acquisition team(s) and makes recommendations to increase productivity and improve processes, escalating complex or strategic issues to Talent Acquisition leadership. Develops and recommends policies and policy changes to senior leadership to enhance the applicant experience, customer service to business leaders, and streamline operations. Assesses program effectiveness.

The Talent Acquisition Manager works with HR Business Partners and departmental leaders to promote centralized recruitment in areas of high need and and/or workforce shortage. Develops a proactive recruitment program, which includes building a best-in-class experience for applicants, talent pool and pipeline development.

Team Leadership & Operational Oversight:
• Provides direction to recruitment staff and determines priorities; oversees procedures for sourcing candidates, evaluating applicant qualifications, conducting interviews, reference checks, and offers.
• Manages and evaluates performance of recruitment staff; recommends classification reviews and initiates other personnel actions.
• Orients and trains staff as required.
• Ensures Talent Acquisition programs are in compliance with university policies and federal/state/local hiring regulations, including equal employment practices.
• Maintains awareness of recruitment sources, bottlenecks in processes, and broader HR initiatives that affect Talent Acquisition.

Recruitment Strategy, Program Development & Continuous Improvement:
• Supports the planning, design and evaluation of recruitment programs, policies, and procedures.
• Ensures attraction, screening, and selection processes accurately represent the role, department, and organization.
• Reviews and improves recruitment processes,workflows, and tools, with a focus on impact to the candidate experience.

Stakeholder Partnership:
• Consults with HR Business Partners, hiring teams and Talent Acquisition leadership on recruitment strategy; establishes relationships that support both current hiring goals and proactive workforce planning.
• Provides advice on hiring policies, legal requirements, and recruitment best practices to hiring teams.
• Communicates Talent Acquisition processes and data effectively through accurate documentation; supports reporting and/or presentation creation and delivery when requested by Talent Acquisition Director.

Data, Analytics, Reporting & Workforce Insights:
• Leverages Workday Recruiting reports to evaluate recruitment effectiveness and guide strategy.
• Uses data to inform strategy; prepares reports to present outcomes to leadership.
• Routinely monitors KPI trends, such as time-to-offer, offer acceptance rates, vacancy rates, pipeline health, and success indicators.

Vendor and External Partnerships:
• Collaborates with Talent Acquisition Directors to identify and evaluate recruitment vendors. Makes recommendation to Directors when a need is identified.
• When a search firm is engaged in a search aligned with Talent Acquisition, may serve as the primary interface between the vendor and internal teams or hiring committees.

Requirements:

Bachelor's Degree plus 4+ years of relevant recruitment or HR experience required

At least 3 years experience in supervisory capacity

• The 3 years of supervisory experience can be in a different field.
• Or equivalent combination of education and experience

Demonstrated knowledge of applicant tracking systems and recruitment processes

Prior experience supporting search committee processes is helpful, and preferred.