Talent Acquisition Partner - Talent Acquisition - FT - Day

Schedule:

Shift:

Weekly Work Schedule:

Education Qualifications

• Bachelor's Degree Human Resources, Business or related field. 5 year's of Human Resources related experience may be substituted for education. Required

Experience Qualifications

• 5 years Human Resources related experience. A Bachelor's degree in Human Resources, Business or a related field may be substituted for this experience requirement. Required
• 3 years High-volume recruiting experience. Required
• 3 years Experience using technologies to support Talent Selection including, but not limited to, applicant tracking systems, sourcing channels, social and digital media. Required
• 3 years Proven experience conducting various types of interviews (i.e., phone, video, etc.) Required
• 3 years Healthcare recruitment experience. Preferred

Skills and Abilities

• Familiarity with social media, C.V. databases, and professional networks. (Required proficiency)
• Proficiency in documenting processes and keeping up with industry trends. (Required proficiency)
• Excellent interpersonal and communication skills. (Required proficiency)
• Strong computer skills, including Microsoft Office (Word, Excel, Outlook). Familiarity with SharePoint and applicant tracking systems a plus. (Required proficiency)
• Strong customer service, negotiation skills and ability to interact with employees at all levels throughout the organization. (Required proficiency)
• A keen understanding of the requirements for each role in the organization. (Preferred proficiency)

Licenses and Certifications

• Professional in Human Resources - HRCI SHRM or other related Human Resources certification also accepted. Preferred

What you will do

• Proactively partner with leaders, hiring managers/directors and the human resources team on position descriptions, requisition creation, compensation, sourcing strategies and to understand hiring needs in order to develop effective and efficient recruitment plans.
• Create and execute passive and active sourcing and recruitment plans through the use of social media, educational programs, professional organizations, and continuous development of networks/partnerships to actively build a database/pipeline of qualified applicants.
• Manage the offer process from extending offers, offer negotiations, closing candidates, generating offer letters, initiating reference and background checks, and validating the license/registration/credentials of applicants being considered for employment.
• Develop and manage all internal and external recruitment hiring events, representing the organization at local/regional/national career/job fairs to positively promote the organization and source qualified applicants.
• Develop and maintain relationship connections with educational/collegiate programs and professional organizations.
• Demonstrate knowledge of EEO/ADA laws and avoid legal challenges by understanding current legislation, enforcing regulations, recommending and advising hiring managers on new processes and procedures.
• Improve organization attractiveness by recommending new policies and practices, monitoring job offers and compensation practices, and emphasizing benefits and other employment incentives.
• Develop recruitment programs, budgets and collateral, in conjunction with the marketing team, in support of the organization and its opportunities.
• Provide applicant tracking system assistance/education to hiring managers and applicants.
• Conduct regular follow-up with hiring managers to determine the effectiveness of recruiting efforts.
• Respond timely to internal and external applicant situations and requests.
• Discuss job requirements and applicant qualifications with managers to help evaluate and assess applicants.
• Communicate with departments about current applicants and future openings/issues as needed.
• Develop recruitment plans and strategies within budget and policies for specific positions and/or hard to fill positions in an effort to secure qualified applicants.
• Ensure employment-related posting requirements are followed according to policies and procedures of the organization.
• Work with external recruiters and employment agencies to identify and recruit applicants as needed.

Travel Requirements

• 10% Travel to and from external recruitment hiring events and career fairs.

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility


• No Budget Responsibility No Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour
• Carrying: Rarely less than 1 hour
• Climbing (Stairs): Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
• Grasping (Fine Motor): Frequently 3-5 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Frequently 3-5 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Rarely less than 1 hour up to 25 lbs
• Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs
• Reaching (Overhead): Rarely less than 1 hour up to 25 lbs
• Repetitive Motions: Continuously greater than 5 hours
• Sitting: Continuously greater than 5 hours
• Standing: Occasionally 1-3 Hours
• Talking: Continuously greater than 5 hours
• Walking: Occasionally 1-3 Hours

Working Conditions

• Noise/Sounds: Occasionally 1-3 Hours

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.