Sr. Talent Acquisition Partner

POSITION SUMMARY:

Provides employment and recruitment services for exempt and non-exempt positions in order to contribute to the goal of attracting and retaining the most qualified and productive employees to the Boston Medical Center. Builds partnerships with various levels of management with assigned departments to recruit the most qualified talent. Develops and implements recruiting strategies from both a tactical and strategic perspective. Utilizes the applicant tracking system to perform recruitment functions. Use established analytical techniques and good organizational skills to identify and develop approaches to resolving problems and demonstrate benefits to strategies. Act as a lead consultant to the business about healthcare recruiting trends, specific business intelligence and various recruiting activities. This position is not a supervisory role.

Position: Manager, Talent Acquisition

Department: Talent Acquisition

Schedule: Full Time

ESSENTIAL RESPONSIBILITIES / DUTIES:

Team Leadership:

This role is responsible for the day to day team work assignments. Ensuring that the work volume is assigned appropriately, triaging issues as they arise and escalating as appropriate. This role is also responsible for reporting, strategic planning of events to address high volume positions and working with team members for all full-cycle issues as they arise.

This role is not responsible for team member performance however does participate in providing feedback to Manager on team member performance.

This role is responsible for functional area performance with regards to time to fill, time to hire, onboarding efficiency, and is accountable for function areas metrics around candidate and manager experience (with process improvement recommendations).

Applicant Management:

• Reviews and screens applicants daily to ensure the most qualified candidates are forwarded to the hiring managers in a timely manner.
• Facilitates the interview process with the hiring managers.
• Accurately targets desired skill set and behaviors through behavioral based interviewing.
• Manages the applicant experience through the hiring process to guarantee timely communication and excellent customer service.
• Oversees the on-boarding process to include; scheduling of (OEM) Occupational and Environment Medicine appointment(s) and scheduling of NEO (New Employee Orientation.).
• Extends all offers of employment and ensures compliance of all pre-employment requirements.
• Educates hiring managers about the recruiting and on-boarding process, while supporting the Boston Medical Center diversity hiring goals.
• Maintains frequent and open communication with hiring managers regarding recruitment efforts for posted vacancies.
• Ensures integrity of applicant tracking, HRIS and other data, while also composing and analyzing appropriate reports for management
• Acts as a business partner to educate hiring managers on the most cost effective recruitment strategies.
• Maintains current knowledge of assigned business units to efficiently and effectively recruit.
• Creates and run reports using Workday and similar tools, and as requested performs in-depth analysis for use in audit-driven data requests, etc. Communicate essential information with management to support and adherence to the organizational Affirmative Action Plan.

Creative Recruitment Management:

• Creates cost effective marketing and branding strategies to attract quality applicants and specialized hires that recognize BMC as an "employer of choice."
• Create and foster relationships with colleges and diverse professional organizations to attract and recruit alumni and diversity candidates.
• Develop and maintain strong working relationships with business leaders, vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility.
• Meets with hiring managers and consults with new hires to gather data for successful recruiting (i.e. Workday reporting, and reports to investigate common referral sources and trends.)
• Leads strategic social and professional networking and sourcing initiatives to build a pipeline for future targeted hires.

Compensation Management:

• Works collaboratively with Compensation and hiring managers to assure that the position description is a current and accurate reflection of the position before posting.
• Reviews salary expectations and relevant work experience with candidates.
• Consults with Compensation and hiring managersto identify appropriate compensation levels based on candidate's experience, market and equity within non-represented and represented job classifications.
• Works with Compensation and management to identify market pay issues affecting the organizations ability to attract qualified candidates.
• Facilitates and processes internal employment transitions including promotions, demotions, transfers and reclassifications associated with a requisition.
• Extends all formal employment offers and negotiates salary with Compensation and candidates. Consults with hiring manager regarding sign-on bonuses and relocation allowances.

Compliance Management:

• Supports department, business unit, and system wide requirements for compliance with BMC policies.
• Supports regulatory and accreditation related programs, as well as quality/performance improvement efforts throughout the organization.
• Manages all required licensure and certifications for new employees, ensuring they are current, and that the required documentation is submitted for employee file.
• Ensures compliance with BMC job posting policy.
• Manages OFCCP compliance process for all open positions- to include candidate coding and consultation with hiring managers on correct OFCCP processes and procedures.
• Manages recruitment process to ensure compliance with all federal and state employment law.
• Manages hiring process to ensure that all labor contracts are being observed.
• Partners with Recruiting Administrators/Front Desk Receptionist to ensure that all new hire paperwork is complete, accurate and compliant.

Project & Initiative Management:

• Remains current with HR policies and procedures.
• Coach, mentor and guide the performance and professional development of the other Recruiters and Recruiting Administrators.
• Understands and improves upon department processes to create a more streamlined and efficient hiring process.
• Utilizes operational analysis, trending, benchmarking and research to support leadership and managers in the effective projections for staffing/personnel needs.
• Serves as consultant with Leadership, Management and Talent Services in the development of effective recruitment, on-boarding and retention strategies.
• Serves as project lead for staffing related initiatives as assigned. These projects will be driven by the HR strategic plan.

Other duties as assigned

JOB REQUIREMENT

EDUCATION:

Bachelor's degree in Human Resources, Business Administration, Management or related field is required

CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:

SHRM or HRCI certification preferred but not required

CIR, NACHR certification a plus

EXPERIENCE:

• Minimum of five (5) years of high volume recruiting experience for exempt and non-exempt positions with significant experience recruiting for positions at all levels in an organization.
• At least two (2) years supervisory experience
• Minimum of one (1) year of previous healthcare recruiting experience is strongly preferred.
• Staffing agency and RPO experience strongly preferred.
• Prior experience utilizing an applicant tracking system is required.
• Experience with online and Internet recruiting a must.
• Experience with an HRIS system such as Workday is preferred.

KNOWLEDGE AND SKILLS:

• Ability to collaborate effectively with peers and managers at all levels as well as external customers.
• Team player with enthusiasm, good judgment, and the ability to solve problems effectively. Ability to motivate and evaluate staff.
• Knowledge of recruitment process and best practice sourcing, with an emphasis on minority hiring.
• Working knowledge of applicable Federal and State Employment Laws. Previous experience in a unionized environment is preferred, and a solid understanding of employment, employee relations, and critical HR issues. Knowledge of affirmative action documentation and employment law is a plus.
• Professional and polished presentation skills
• Strong attention to detail; process oriented, but flexible around business needs
• Excellent communication skills both written and verbally with peers and managers at all levels. Comfortable performing multiple projects, as assigned by the Director, in conjunction with day-to-day operations.
• Expert proficiency with Microsoft Office applications (i.e. MS Word, Excel, PowerPoint, Outlook), web browsers, HRIS and applicant tracking systems.

Compensation Range:

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being.

NOTE: This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

According to the FTC, there has been a rise in employment offer scams. Our current job openings are listed on our website and applications are received only through our website. We do not ask or require downloads of any applications, or "apps" job offers are not extended over text messages or social media platforms. We do not ask individuals to purchase equipment for or prior to employment.