Recruiting and Onboarding Specialist

salary Range starting at: $47,840

MAJOR FUNCTION:
The Recruiting & Onboarding Specialist is responsible for managing and overseeing the onboarding and recruitment process for new hires within an organization. This role ensures a smooth and effective transition for new employees from the recruitment phase to their initial integration into the company. The Recruiting & Onboarding Specialist is responsible for creating a positive and productive onboarding experience, and is instrumental in helping employees acclimate to their roles, integrate into the company culture, and become productive team members. This role extends beyond the typical onboarding process by addressing specific recruitment-related needs and ensuring that the transition from being a candidate to an employee is as smooth as possible.

ESSENTIAL FUNCTIONS:
Recruitment:

• Assist the HR Director and Senior Leadership in creating job descriptions and postings tailored to target audiences.
• Manage applicant tracking systems to ensure a smooth candidate pipeline.
• Coordinate with hiring managers to understand job requirements and expectations.
• Conduct preliminary screenings and interviews.
• Collaborate with external recruitment agencies and platforms.

Onboarding:

• Collaborate with the HR department, hiring managers, and other stakeholders to design and deliver comprehensive onboarding programs.
• Coordinate department heads to ensure new hires have the necessary tools and resources.
• Ensure that all required onboarding paperwork, such as employment contracts, tax forms, and company policies, is completed accurately and promptly.
• Organize and conduct new hire orientation to familiarize employees with company culture, values, policies, and expectations.
• Provide ongoing support during the first 90 days to address concerns and promote engagement.
• Assess new employees' training needs and ensure they complete mandatory organizational training before beginning departmental training.
• Ensure new hires understand and comply with all relevant legal and company requirements, including safety regulations, data security, and industry-specific standards.
• Coordinate the setup of IT equipment, software, and access permissions to ensure new employees have the tools they need to perform their jobs.
• Continuously assess and enhance the onboarding process, incorporating feedback from new employees to make it more efficient and effective.
• Maintain regular contact with new employees during the initial weeks or months to provide guidance and support, addressing any questions or concerns they may have during the onboarding period.
• Keep accurate records of onboarding activities and employee progress in HRIS (Human Resources Information Systems) or other relevant software.
• Promote and facilitate social and cultural integration by organizing team-building activities and helping new hires connect with their colleagues.

Employer Branding:

• Develop recruitment marketing materials that highlight the company’s culture and values.
• Assist the Communications Department in managing the company’s careers page and social media presence.
• Attend job fairs and network at local colleges, universities, and specialty schools to promote the company and attract interns, externs, and volunteers.
• Create recruitment relationships with agencies, colleges, universities, and specialized educational institutions to recruit new talent.
• Plan, coordinate, and attend community events.

Credentialing:

• Ensure all necessary credentials are current and verified before beginning work.
• Collaborate with the Credentialing team to ensure eligible and billable providers are enrolled with all payer sources before onboarding.
• Provide ongoing support during the pre-employment process to address concerns and meet federal or state requirements.

Intern, Externs, Volunteers:

• Design a framework for internships, including position descriptions, learning objectives, and program goals.
• Work with department supervisors to create department-specific goals and learning outcomes.
• Develop tools to assess intern performance and gather feedback from supervisors.
• Create policies to ensure academic quality and integrity in internships.
• Create program for externs and volunteers.

Other:

• Develop a succession plan for the organization.
• Performs other related duties as required and assigned.
• Works under the direct supervision of the Director of Human Resources and Human Resource Manager. This position does not supervise other personnel.

EDUCATION:

• A minimum Bachelor’s degree in Human Resources with one year of experience or a Master's degree in Human Resources or a similar degree may substitute for experience.

QUALIFICATIONS:

• Proven experience in recruitment & onboarding, preferably within the healthcare industry.
• Excellent interpersonal and communications skills; verbal and written.
• Proficiency in applicant tracking systems and HR software.
• Knowledge of employment laws and best practices.
• Strong organizational and multi-tasking skills are essential to provide timely administration of assorted duties.
• Adaptability, creativity, and analytical ability required.
• Positive attitude with focus on customer service.
• Ability to maintain confidentiality regarding sensitive information.

Physical & Work Requirements:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit at computer keyboard for extended periods of time. Able to stoop, kneel, bend at the waist and reach on a daily basis.
Able to perform general office administrative activities: copying, filing, delivering and using the telephone.
Able to move up to 20 pounds occasionally.
Note: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of knowledge, skill, and/or ability required and are not intended to be an exhaustive list of all duties, responsibilities or qualifications associated with this job.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.