Talent Acquisition Consultant, Allied Health - 40 Hours, Days

Are you an internal caregiver, student, or contingent worker/agency worker at UMass Memorial Health? CLICK HERE to apply through your Workday account.

Exemption Status:
Exempt

Hiring Range:
$66,913.60 - $120,432.00
(based on a full time schedule of 40 hours per week).

Please note that the final offer will vary based on scheduled hours. Compensation for part-time or reduced schedules will be prorated based on scheduled weekly hours, experience, skills, qualifications, and internal equity considerations.

Schedule Details:
Monday through Friday

Scheduled Hours:
8a-430p (fully remote)

Shift:
1 - Day Shift, 8 Hours (United States of America)

Hours:
40

Cost Center:
99940 - 6165 HR Talent Acquistion

This position may have a signing bonus available a member of the Recruitment Team will confirm eligibility during the interview process.

As a member of the Talent Acquisition (TA) team, the TA Consultant partners with hiring leaders to deliver a proactive, inclusive, metrics-driven, and service-oriented recruitment strategy. This role manages full-cycle recruitment from intake through offer, builds diverse talent pipelines for current and future needs, supports internal recruitment practices that help caregivers explore career growth opportunities, and serves as a talent advisor on sourcing strategy, market trends, candidate assessment, compensation guidance, candidate experience, internal mobility, and recruitment process improvement.

The TA Consultant uses the applicant tracking system, standard work documentation, UMass Memorial Health employment policies, and related technology to ensure compliant, timely, and high-quality hiring outcomes; meets established service level agreements throughout the recruitment lifecycle; escalates market or attractiveness concerns to TA leadership; and partners with sourcing resources on hard-to-fill or high-volume roles as needed. The role is expected to support continuous improvement by striving to apply lean methodology, identifying opportunities to reduce waste and improve flow, and sharing best-practice ideas that strengthen TA processes and stakeholder experience.

I. Major Responsibilities:

• 50% Leads full-cycle recruitment for assigned requisitions, including intake meetings, recruitment planning, job posting review, creative sourcing, resume evaluation, candidate screening, presentation of qualified and diverse candidates, interview-process coordination, offer consultation in partnership with Compensation, and offer extension. Monitors requisition activity and performance against established TA metrics and service level agreements throughout the recruitment lifecycle, completing work in alignment with approved standard work documentation and escalating barriers that may affect timeliness, quality, or candidate experience.
• 25% Develops and maintains diverse talent pipelines for critical, hard-to-fill, high-volume, and strategic roles through professional networks, associations, social media, online tools, community partnerships, referrals, market research, and targeted outreach. Identifies market trends, candidate motivators, and sourcing barriers, and recommends recruitment strategies to improve quality, diversity, speed, and acceptance of hires.
• 10% Serves as a trusted talent consultant to hiring leaders and caregivers by consulting on role requirements, selection criteria, interview approach, candidate feedback, workforce needs, recruitment risks, internal mobility opportunities, and career pathways. Coaches and advises caregivers on internal positions, application processes, transfer practices, and opportunities that align with skills, experience, and organizational needs. Provides timely communication to managers, candidates, caregivers, and stakeholders and ensures a positive, respectful, inclusive, and transparent candidate experience. Partners as appropriate with Workforce Development on WFD programs and internal mobility initiatives.
• 10% Represents the organization at internal and external recruiting events, career fairs, professional meetings, and community or academic partnerships. Promotes the employee value proposition and career opportunities while building relationships that support current and future recruiting needs. Shares observations and best-practice thoughts from events and market interactions to support lean improvements in outreach, pipeline development, and candidate engagement.
• 5% Participates in TA projects, process improvement efforts, reporting, documentation and compliance activities. Maintains accurate recruitment records consistent with organizational, EEO/AA, regulatory requirements, and UMass Memorial Health employment policies. Strives to apply lean methodology by following and improving standard work, identifying waste or variation in recruiting workflows, recommending best practices, and supporting continuous improvement of TA service delivery.

II. Position Qualifications:

License/Certification/Education:

Required:

• Bachelor's degree or equivalent relevant experience
• Rogue Hire's Certified Recruiter certification required or achieved within 1 year of employment, or equivalent approved talent acquisition certification.

Preferred:

• Relevant professional credential such as SHRM-CP, SHRM-SCP, HCI Strategic Talent Acquisition, Certified Internet Recruiter, AIRS, LinkedIn Recruiter certification, or similar sourcing/recruiting credential.

Experience/Skill:

Required:

• Two to four (2-4) years of related recruitment, talent acquisition, human resources, healthcare, or high-volume professional recruiting experience. Demonstrated ability to manage full-cycle recruitment, including intake, sourcing strategy, screening, candidate slate development, interview coordination, offer consultation, and requisition close-out.
• Sourcing skills with the ability to identify active and passive candidates using ATS/CRM tools, LinkedIn Recruiter or similar platforms, professional networks, social media, referrals, internet research, and talent-market data.
• Excellent verbal, written, presentation, consultation, and relationship-management skills with the ability to influence and advise hiring leaders at all levels.
• Proven ability to maintain discretion and confidentiality while handling sensitive candidate, employee, compensation, and organizational information.
• Ability to work within standard work documentation, follow UMass Memorial Health employment policies, meet service level agreements, use data to monitor recruiting workflow, support internal recruitment practices, coach and advise caregivers on internal positions and opportunities, and contribute best-practice ideas that support lean methodology and continuous improvement. Experience using applicant tracking systems, AI technology as it relates to recruiting, Microsoft Office applications, including Outlook, Word, Excel, and PowerPoint; ability to learn web-based HR and reporting systems.

Preferred:

• Previous human resources or talent acquisition experience; LinkedIn Recruiter knowledge a plus. Bilingual or multilingual skills preferred. Workday experience highly desirable.
• Unless certification, licensure or registration is required, an equivalent combination of education and experience which provides proficiency in the areas of responsibility listed in this description may be substituted for the above requirements.

Department-specific competencies, including age-specific competencies and their measurements will be developed and maintained in the individual departments. The competencies will be maintained and attached to the departmental job description. Responsible managers will review competencies with position incumbents.

III. Physical Demands and Working Conditions

Work is considered sedentary. Position requires work indoors in a normal office