Principal Talent Partner, Epic & Access Operations

Summary

Responsibilities

The best Epic and patient access talent rarely applies. Your job is to know where they are, and to know this space well enough to earn the conversation.

As a Principal Talent Partner, Epic & Access Operations at Hummingbird, you’re not filling open reqs — you’re building the pipeline that makes filling them possible. You’ll spend your time identifying, engaging, and cultivating relationships with senior Epic professionals and health system access operations leaders: people who aren’t looking, aren’t easy to find, and won’t respond to generic outreach.

This is slow, strategic work that requires deep domain credibility. You need to be able to hold a real conversation about patient access workflows, Epic architecture, and health system operations — not just match keywords on a resume. You’ll advise senior leaders internally on when to move on a candidate and when to hold the relationship for the right moment. And you’ll track and communicate your work transparently, even when the pipeline is messy and the results aren’t yet visible in hires.

You’ll operate with significant independence, push back when something doesn’t add up, and think of yourself as an extension of the consulting leadership team — not a service provider to it.

• Proactively identify and build relationships with senior Epic professionals and health system access operations leaders whose skills would augment our team, independent of open requisitions prioritizing people at the architect level and above.
• Maintain a warm, active network over years, with disciplined tracking and communication so your work is visible to others even when its still in progress.
• Engage credibly with senior-level talent by speaking knowledgeably about patient access, Epic workflows, clinical-technical landscapes, and health system operations earning trust through substance.
• Advise internal leaders on talent timing: whether to move quickly on a strong candidate or invest in a longer-term relationship for a future need.
• Represent Hummingbirds mission and work in ways that resonate with experienced healthcare professionals who are selective about who gets their attention.
• Think critically through ambiguous talent puzzles figuring out who the right person is, how their goals and Hummingbirds needs intersect, and how to reach them in ways that dont feel transactional.
• Make recommendations with conviction and the willingness to flex bring a clear point of view, disagree openly when needed, and commit when a decision is made.
• Build or identify a system for tracking pipeline activity and relationship status, and share your work openly with the team including the messy, in-progress parts.
• Contribute to broader talent strategy conversations, bringing a peer-level perspective to how Hummingbird attracts and thinks about senior healthcare talent.

• Employment Eligibility: Candidates must be legally authorized to work in the United States without sponsorship
• Work Location: Remote. You must work from a location within the United States with consistent Internet service
• Work Type: Full-time
• Compensation: Expected range is $116,000 - $151,000 per year. New hires usually start between $116,000 - $140,000 depending on experience and internal equity.
• Benefits: Comprehensive medical, dental, and vision coverage; paid time off; 401(k); parental leave; career development support; and more
• Travel: 2-3 trips per year for company events, conferences, or internal strategy sessions

Required & Desired Skills

• 6 to 8+ years of sustained experience in Epic, healthcare patient access, talent acquisition, sourcing, a related discipline or some combination of these areas, with a track record of high-complexity, high-independence work.
• Direct, hands-on experience within Epic environments at a depth sufficient to engage credibly with Epic architects and senior healthcare ops professionals you can hold a real conversation about how the system works, not just what its called.
• A history of building trusted relationships through personalized, well-researched engagement.
• Strong independent judgment: you can figure out how to approach a novel situation, form a clear recommendation, and push back when something doesnt add up.
• Patience and comfort with ambiguity you understand that good pipeline work doesnt always net immediate hires, and youre okay with that.
• Transparency in how you work: you share progress openly, track your activity systematically, and help others see whats happening in the pipeline even when its still developing.
• Experience working cross-functionally with senior leaders and consultative teams, operating as a peer rather than a support function.

• Prior employment at Epic (the company) strongly preferred.
• Experience evolving sourcing practices, tools, or processes and bringing others along on changes.
• Background in a startup or fast-paced environment where youve had to build structure while moving quickly.

We use both your resume and your written and oral communication throughout the hiring process to understand your fit for this role. Thoughtful, clear responses help us see your attention to detail, your professionalism, and your ability to communicate with care all skills that are essential for success on our team.

We believe the best hiring conversations are real ones. Notes are welcome, and jotting things down during the call is completely fine. What we ask is that you dont use AI tools or similar assistance to generate your responses in real time. Were genuinely trying to get to know you: how you think, how you communicate, and what youve experienced. That connection matters to us, and its hard to find when answers are scripted rather than interactive.

Were a team that makes healthcare more human. We love to meet the person behind your application.

The Hummingbird Approach
We value a team that brings diverse perspectives and experiences to the work we do. While there are many ways to do this, people who are successful at Hummingbird:

• Lead with Respect by valuing kindness and working to actively foster an environment of inclusion and respect.
• Embrace Growth and seek out learning and growth for themselves and support those around them in their growth journey. They bring curiosity and an openness to innovation to all their interactions.
• Bring a Win Together mentality by approaching conflict directly, listening carefully, and seeking to understand. They problem-solve with the goal of finding successes, not trade-offs, for all involved.