Functional Title: Recruitment and Retention Strategist Job Title: Program Specialist VII Agency: Health & Human Services Comm Department: Facilities DEC Posting Number: 20640 Closing Date: 09/09/2026 Posting Audience: Internal and External Occupational Category: Office and Administrative Support Salary Range: $5,797.66- $9,508.25 Pay Frequency: MonthlySalary Group: TEXAS-B-25 Shift: Day Additional Shift: Days (First) Telework: Eligible for Telework Travel: Up to 20% Regular/Temporary: Regular Full Time/Part Time: Full time FLSA Exempt/Non-Exempt: Exempt Facility Location:Job Location City: AUSTIN Job Location Address: 909 W 45TH ST #633 BLDG 3 Other Locations: Austin MOS Codes: 16GX,60C0,611X,612X,63G0,641X,712X,86M0,8U000,OS,OSS,PERS,YN,YNS

JOB DESCRIPTION

Would you thrive in an environment where you learn, build connections, and grow personally and professionally all while helping make a positive impact on people's lives? Do you appreciate being around others like yourself who are dependable, trustworthy, hard workers who believe in the value of teamwork and collaboration?

If you love the idea of helping facility staff reduce stress, increase job satisfaction, and feel happier at work, we are looking for you!

The Recruitment and Retention Strategist performs highly advanced senior-level consultative services and technical assistance work for the HSCS Recruitment and Retention Program. The position plans, develops, implements, evaluates, and improves complex recruitment and retention programs and initiatives that support all HSCS programs and departments, including state hospitals, state supported living centers, facilities, and other HSCS departments. The position analyzes workforce data, identifies hiring and retention challenges, develops strategies and action plans, advises leadership, supports facilities and HR partners, improves processes, coordinates risk and compliance activities, and prepares clear reports, data visualizations, training materials, and approved responses to internal, legislative, and external inquiries. Works under minimal supervision with extensive latitude for initiative and independent judgment. Serves as the HSCS technical resource and subject matter expert for recruitment and retention strategy, workforce analytics, and related program initiatives. This does not supervise employees or complete supervisory personnel actions.

Performs other duties as assigned. Other duties as assigned include but are not limited to actively participating and/or serving in a supporting role to meet the agency's obligations for disaster response and/or recovery or Continuity of Operations (COOP) activation. Such participation may require an alternate shift pattern assignment and/or location.

ESSENTIAL JOB FUNCTIONS (EJFs):

1. Workforce Analytics, Program Evaluation, and Reporting (30%)

Performs highly advanced consultative services and technical assistance work involving the collection, analysis, interpretation, and reporting of workforce data to support recruitment and retention programs across the Health and Specialty Care System. Analyzes data from SuccessFactors, CAPPS, recruitment platforms, surveys, and other approved sources to evaluate workforce trends, staffing challenges, vacancies, applicant flow, time-to-hire, turnover, onboarding outcomes, and retention indicators. Develops reports, data visualizations, workforce studies, and executive presentations to support strategic decision-making. Identifies trends, gaps, risks, and opportunities and recommends actions that improve workforce outcomes and support agency goals.

2. Complex Program and Project Leadership (20%)

Leads the implementation and ongoing management of complex recruitment and retention initiatives supporting state hospitals, state supported living centers, and other HSCS programs and departments. Establishes goals, priorities, timelines, performance measures, and project plans. Coordinates workgroups, facilitates stakeholder collaboration, monitors progress, and recommends process improvements that enhance recruitment effectiveness, retention outcomes, and operational performance.

3. Risk, Compliance, and Enterprise Response Coordination (20%)

Coordinates and implements risk and compliance activities related to recruitment operations, workforce reporting, privacy requirements, data integrity, contracts, expenditures, and applicable laws, regulations, policies, and procedures. Evaluates program practices, identifies concerns, develops recommendations, and monitors corrective actions. Coordinates responses to internal, legislative, audit, and external inquiries by gathering, verifying, analyzing, and presenting workforce information, reports, and supporting documentation.

4. Executive Consultation and Workforce Strategy (15%)

Provides highly advanced consultative services and technical assistance to executive leadership, facility leadership, department heads, medical directors, chief nursing executives, Staff Services Officers, human resources staff, and operational leaders regarding recruitment and retention strategies and workforce challenges. Serves as a subject matter expert and provides recommendations based on workforce data, program assessments, policy analysis, and organizational priorities to support informed decision-making and workforce planning.

5. Training, Process Improvement, and Resource Development (10%)

Develops, evaluates, and improves standard operating procedures, process maps, job aids, training materials, and program resources. Provides training and technical guidance to leadership and staff regarding recruitment, retention, reporting tools, and workforce processes. Evaluates recruitment platforms, technologies, and vendor services using operational and cost data and recommends improvements that increase efficiency, effectiveness, and responsible stewardship of public resources.

6. Performs related duties as assigned (5%).

KNOWLEDGE, SKILLS, AND ABILITIES (KSA'S)

• Knowledge of recruitment, retention, human resources operations, public administration, and program management methods.

• Knowledge of applicable laws, regulations, agency policies, privacy practices, hiring process compliance, contracts, and responsible use of public funds.

• Knowledge of research methods, statistical analysis, program assessment, performance measures, and return on investment methods.

• Skill in analyzing workforce data, selecting the right measures, creating clear data visualizations, and presenting findings to technical and nontechnical audiences.

• Skill in using SuccessFactors end to end and using Excel, CAPPS, SharePoint, Power Automate, recruitment platforms, and other reporting or visualization tools.

• Skill in professional writing, presentations, training, and explaining complex information in clear language to executive, facility, clinical, operational, and HR audiences.

• Ability to gather and analyze information from several sources; identify gaps or risks; solve problems; and make recommendations based on data, policy, regulations, and best practices.

• Ability to lead complex projects and work groups, prioritize personal work, manage competing deadlines, monitor progress, and work with extensive independence and sound judgment.

• Ability to develop, evaluate, explain, and improve policies, procedures, standard operating procedures, process maps, tools, and work methods.

• Ability to collaborate with leaders and staff, provide guidance, lead training, serve as a technical resource, and gain support for change without supervisory or delegated authority.

REGISTRATIONS, LICENSURE REQUIRMENTS, OR CERTIFICATIONS:

No registration, certification, or license is required.

INITIAL SCREENING CRITERIA:

Graduation from an accredited four-year college or university with major coursework in human resources, business, public administration, data analytics, or a related field. No education or experience substitution.

At least three years of experience in workforce recruitment, retention, human resources operations, or workforce analytics.

At least three years of experience analyzing data, creating data visualizations, and presenting findings or recommendations. This may include dashboards, charts, reports, presentations, or other clear visual formats.

At least one year of experience using SuccessFactors to support recruitment, hiring, employee data management, reporting, workforce analysis, or other human resources functions.

Experience supporting workforce recruitment, retention, human resources, or program operations in a healthcare, or behavioral health environment is preferred.

Experience managing or supporting recruitment platforms such as Indeed, PracticeMatch, CareerArc, or similar platforms is preferred.

Experience using Tableau or another data visualization preferred.

Experience leading a complex project, work group, process improvement effort, or training without direct authority over participants is preferred.

ADDITIONAL INFORMATION:

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Active Duty, Military, Reservists, Guardsmen, and Veterans:

Military occupation(s) that relate to the initial selection criteria and registration or licensure requirements for this position may include, but not limited to those listed in this posting. All active-duty military, reservists, guardsmen, and veterans are encouraged to apply if qualified to fill this position. For more information please see the Texas State Auditor's Job Descriptions, Military Crosswalk and Military Crosswalk Guide at Texas State Auditor's Office - Job Descriptions.

Telework Disclaimer:

This position may be eligible for telework. Please note, all HHS positions are subject to state and agency telework policies in addition to the discretion of the direct supervisor and business needs.