The Sr. Talent Acquisition Consultant will coordinate the sourcing, screening, assessment, recruitment, selection and onboarding process for a specific client group. This is done in accordance with established hiring guidelines, procedures, policies and regulatory and legal standards. The position will serve as a consultant to the Hiring Manager to identify the most effective and efficient recruitment strategies to attract top talent to the organization. Position will require a high degree of critical thinking, problem solving and systems thinking skills combined with exceptional oral and written skills with an exceptionally high focus on customer service orientation and the candidate experience.

Minimum Education
Bachelor's Degree or a combination of years of experience and/or college in lieu of BS degree. (Required)

Minimum Work Experience
3 years (Required)

Required Skills/Knowledge
Demonstrated experience in recruitment in all levels of a high volume environment; Working knowledge of relevant regulatory, compliance, and employment laws; Proficient technical knowledge of recruitment tools to include but not be limited to external job boards, applicant tracking system, and social media sources; Intermediate Microsoft Office Suite Skills including Word, Excel, PowerPoint and Access; Able to multi-task in a rapidly changing environment, meeting or exceeding deadlines, thinking critically and in a systems manner, problem solving and giving focused attention to detail; Above average verbal and written communication skills with exceptional customer service and candidate experience skills and orientation; previous experience utilizing an Applicant Tracking System (ATS) Professional in Human Resources highly desirable; Previous healthcare recruitment experience preferred

Functional Accountabilities
Compensation

• Possess working knowledge of compensation skills to determine an appropriate salary.

• Negotiate starting salary with selected candidate in collaboration with Compensation, the Director of Talent Acquisition and Workforce Planning and other leaders within Human Resources and the department to maintain internal equity while attracting top talent.

• Make recommendations, as appropriate, for sign on bonuses and other appropriate candidate attraction tools.

• Work collaboratively with Director of Talent Acquisition and Workforce Planning and the Compensation Department regarding issues in attracting and retaining top talent in the organization relating to compensation or other benefits.

• Responsible for verbally extending an offer of employment to selected final candidate and prepare appropriate offer letter of employment upon conclusion of the hiring process.

Recruitment Strategies

• Provide full cycle recruitment services to an assigned client group.

• Meet with Hiring Manager to discuss recruitment strategy for the position upon receiving appropriate approvals.

• Develop appropriate recruitment strategy and identify 30, 60, 90 and beyond milestones, if necessary, to guide the recruitment process to a timely closure.

• Responsible to lead the recruitment process from receipt of requisition through to onboarding of selected candidate.

• Serve as a resource and consultant with Hiring Manager on the selection of the best qualified candidate employing appropriate assessments in the process.

• Attend meetings as appropriate to report out and discuss recruitment issues internally and externally.

• Stay abreast of contemporary recruitment strategies.

Sourcing Strategies

• Source, identify and develop candidate pipeline through multiple channels including mining online resources and social media venues.

• Sources include, but are not limited to external job boards and professional associations, social/professional networking sites, internal applicant tracking system, print media, etc.

• Evaluate the profiles of potential candidates and perform preliminary screening and assessments based upon qualifications for each position.

• Proactively conduct research and investigate innovative ways to identify new candidates.

• Manage e-mail campaigns, job fairs (internal and external), open houses, e-mail campaigns, employee referral programs and other special events for assigned client group.

• Build and maintain proactive relationships with potential candidate sources and candidates and create a pipeline of talent for positions within the assigned client group.

• Establish and maintain a solid working relationship with schools, colleges and universities for assigned areas of responsibility to ensure a collaborative relationship in providing a candidate pipeline.

Onboarding

• Responsible for the onboarding process for the selected candidate through to the completion of New Employee Orientation.

• Resolve any issues and barriers associated with facilitating the seamless onboarding for new employees.

• Present at new hire orientation as necessary.

Customer Service and Candidate Experience

• Responsible to provide exceptional customer service to all constituents including the Hiring Manager, peers within entire Human Resources function, etc.

• Facilitate an exceptional candidate experience.

• Provide guidance and serves as a resource and mentor to Talent Consultants and HR Support Staff Specialists

HR Metrics

• Utilize appropriate HR metrics to determine appropriate pipeline for candidates.

• Meet or exceed established recruitment metrics.

• Responsible to compile recruitment metrics for assigned client groups.

• Analyze, aggregate and present data as appropriate to assigned client group.

Organizational Accountabilities
Organizational Commitment/Identification

• Anticipate and responds to customer needs; follows up until needs are met

Teamwork/Communication

• Demonstrate collaborative and respectful behavior

• Partner with all team members to achieve goals

• Receptive to others' ideas and opinions

Performance Improvement/Problem-solving

• Contribute to a positive work environment

• Demonstrate flexibility and willingness to change

• Identify opportunities to improve clinical and administrative processes

• Make appropriate decisions, using sound judgment

Cost Management/Financial Responsibility

• Use resources efficiently

• Search for less costly ways of doing things

Safety

• Speak up when team members appear to exhibit unsafe behavior or performance

• Continuously validate and verify information needed for decision making or documentation

• Stop in the face of uncertainty and takes time to resolve the situation

• Demonstrate accurate, clear and timely verbal and written communication

• Actively promote safety for patients, families, visitors and co-workers

• Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance