Talent Acquisition Manager (Clinical/Healthcare)

Min USD $75,000.00/Yr. Max USD $80,000.00/Yr. Position Overview At Services for the Underserved (S:US), our Talent Acquisition team sits at the heart of our mission — because the right people in the right roles change lives. As a member of the Support Services function, the Human Resources department exists to resource, support, and empower every program across the organization, holding fast to the belief that a great employee experience starts from day one. We are looking for a dedicated, people‑first Talent Acquisition Manager to execute full‑cycle recruiting efforts across our programs and contribute to the talent strategies that fuel our mission. This role goes beyond filling seats; you’ll build pipelines, support your team's development, and serve as a reliable partner to program leaders navigating complex staffing needs. The TA Manager will supervise a small team of two recruiters and a recruiting coordinator, implement sourcing strategies developed in partnership with the Director of Talent Acquisition, and ensure that every candidate interaction reflects the values and culture of S:US. This is a hybrid position based out of our Midtown Manhattan office. Essential Duties & Responsibilities Partnership Collaborate with the Director of Talent Acquisition, HR colleagues, and business partners to implement and contribute to recruitment strategies that support organizational hiring goals, bringing innovative ideas and fresh approaches to existing frameworks. Execute recruitment strategies across assigned programs with a continuous improvement mindset, regularly assessing what is working, identifying gaps, and bringing forward data‑informed observations and suggestions to the Director of Talent Acquisition. Build and maintain strong relationships with hiring managers through routine check‑ins, providing transparent updates on pipeline activity, recruitment progress, and any challenges that may impact staffing outcomes. Coordinate sourcing partnerships with college representatives, professional organizations, and community agencies, managing logistics for open houses, career fairs, campus interviews, and community days to diversify and strengthen the candidate pipeline. Partner with hiring managers to support and grow the organization’s internship program, connecting emerging talent to meaningful experiences at S:US. Supervisory & Team Leadership Directly supervise and support a team of recruiters and recruiting coordinators, providing ongoing coaching, performance feedback, and professional development. Set clear expectations and goals for direct reports; conduct regular one‑on‑ones and performance check‑ins to ensure accountability and growth. Reinforce the standards and culture set by the Director of Talent Acquisition, modeling S:US values and fostering a team environment rooted in equity, collaboration, and continuous improvement. Serve as a first‑line escalation point for complex or sensitive recruiting matters, guiding team members toward effective resolution and looping in the Director as needed. Support the Director of Talent Acquisition in aligning team priorities with organizational staffing goals and workforce planning initiatives. High Volume Recruiting Perform high‑volume, full‑cycle recruitment including sourcing, screening, interviewing, processing background checks, and extending and negotiating employment offers. Carry a requisition load within Behavioral Health programs, including Supportive Housing and Treatment Services, with familiarity of the clinical and compliance requirements unique to these divisions. Visit program locations to meet with managers and staff to better understand program‑specific staffing needs and recruiting challenges. Provide information on agency services, benefit plans, and job opportunities to applicants. Screen and refer qualified applicants to hiring managers or other recruiters by matching education, experience, and salary requirements with specific job requirements. Coordinate, confirm, and review necessary new hire onboarding documents with candidates and the recruitment team. Resolve escalated issues with fingerprints, and background check results through Justice Center, OPWDD, and third‑party background checks, etc. Remain current with OPWDD/Justice Center regulations by participating in compliance training. Ensure that all applicants are tracked and released from The Justice Center database when not hired or terminated. Provide reporting support including vacancy statistics, monthly employment activity records, correspondence, record‑keeping, file maintenance, and other HR data management as directed. Employer Brand & Advertising Strategy Support the execution of S:US’s employer branding strategy, ensuring job postings and outreach materials consistently reflect the organization’s mission, culture, and values across all platforms. Direct the development and placement of compelling job advertisements across multiple channels including Indeed, LinkedIn, employment agencies, colleges and universities, newspapers, professional associations, and the internet, ensuring messaging reflects the mission, culture, and values of S:US. Build and manage community outreach partnerships, organizing ongoing virtual and in‑person job fairs that expand S:US’s talent reach across diverse candidate pools. Analyze and report on the effectiveness of advertising and sourcing strategies; use data to make informed decisions about channel investment and diversification. Encourage employees and managers to serve as brand ambassadors, supporting referral program activity and organic network growth. Support the coordination and administration of the employee referral program. Candidate Experience Champion an exceptional candidate experience from first point of contact through offer acceptance, ensuring every interaction is timely, respectful, and reflective of S:US’s values. Establish and maintain clear communication standards across the recruiting team to ensure candidates are informed, engaged, and never left without a status update. Ensure that all candidates, regardless of outcome, leave the process with a positive impression of S:US as an organization that leads with dignity and care. Metrics, Reporting & Project Support Ensure the team is consistently working toward established targets and metrics and regularly reporting progress, trends, and areas for improvement. Use data to identify trends, surface gaps, and make proactive recommendations that improve team performance and hiring outcomes. Ensure the recruiting team is aligned to project timelines and organizational priorities, proactively flagging risks or delays before they impact deliverables. Hold direct reports accountable to project milestones and deadlines, providing guidance and support to keep work on track and at a high standard. Partner with the Director of Talent Acquisition to implement and uphold SOPs and process documentation that drive consistency and operational efficiency across the recruiting team. Key Performance Standards Team Leadership & Development – Support and develop a team of two recruiters and a recruiting coordinator through consistent coaching, feedback, and guidance. Help direct reports build their skills, stay accountable to expectations, and perform at a high level. Recognize individual strengths, address performance gaps in a timely and constructive manner, and reinforce the standards and culture. Communication – Articulate clearly, confidently, and with purpose across all levels of the organization, from direct reports and hiring managers to senior program leaders. Translate organizational priorities into actionable direction for the team, facilitate productive conversations that surface solutions, and navigate differing perspectives with professionalism and respect. Written and verbal communication should consistently reflect clarity, accountability, and the values of S:US. Interviewing & Assessment – Demonstrate strong interviewing judgment and ensure the team is equipped to conduct structured, equitable, and effective interviews across all levels and program areas. Serve as a resource for best practices in candidate assessment, guide hiring managers through the interview process, and uphold consistency and fairness at every stage of evaluation. Stakeholder Management – Build and sustain trusted relationships with hiring managers, program directors, HR colleagues, and external partners. Anticipate stakeholder needs, proactively communicate pipeline status and recruitment updates, and position the TA team as a reliable, solutions‑oriented partner. Navigate competing priorities with diplomacy and a service‑first mindset. Problem Solving – Approach challenges with a solutions‑oriented mindset, drawing on available data, team input, and sound judgment to drive timely decisions. Identify patterns in recruiting obstacles, elevate appropriately, and follow through until issues are resolved. Remain adaptable in a fast‑paced, high‑volume environment and model resilience for the team. Customer Service – Exhibit a kind and professional demeanor with internal and external customers and employees. Listen, anticipate employee needs and go beyond basic service expectations in a timely and helpful manner. Explore alternative solutions when unable to deliver the desired request or service. Listen to the employee’s and manager’s point of views and seek ways to improve delivery of services. Emphasize a team approach to providing great customer service. Accountability & Results – Take ownership of team performance and recruiting outcomes, holding direct reports to established metrics and standards while providing the support needed to meet them. Consistently follow through on commitments, meet deadlines, and proactively communicate when timelines or deliverables are at risk. Drive a culture where results matter and effort alone is not the measure of success. Compliance – Serve as the team’s subject matter expert on all regulatory requirements governing the hiring process, including OPWDD, OASAS, OMH, SEL, and DHS. Ensure team‑wide adherence to compliance standards, lead ongoing training initiatives, and proactively monitor for regulatory changes that may impact recruiting operations. Qualifications Required Education and Experience Bachelor’s degree in Human Resources or a related field, or equivalent relevant experience. Minimum of 5 years of full‑cycle talent acquisition experience, with at least 2 years in a supervisory or team lead capacity. Experience recruiting in a clinical, healthcare, human services, or nonprofit environment strongly preferred. Considerable knowledge and skill in interviewing techniques and the principles and practices of recruitment and selection. Proficiency with Applicant Tracking Systems; experience with iCIMS strongly preferred. Preferred Skills Experience recruiting for Behavioral Health programs, including familiarity with clinical licensing requirements and regulatory considerations. Comfort working with recruiting data and reporting; ability to read and communicate metrics clearly to inform decision‑making. Familiarity with project tracking and organizational tools to support deadline management and team accountability. Prior experience in a high‑volume, mission‑driven environment where urgency and candidate care must be balanced. Equal Opportunity Employer Statement All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, age, sexual orientation, national origin, veteran status, or genetic information and including all other statuses protected by Federal, State and Local laws. S:US is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities, including allowance of the use of services animals. To request reasonable accommodation or if you believe such a request was improperly handled or denied, contact the Leave Team at View email address on click.appcast.io. Id: 2026-18399 Work Location: Hybrid #J-18808-Ljbffr Services for the UnderServed