Talent Acquisition Manager

At Baystate Health we respect the privacy of our candidates and recruits. Please note that we will not contact candidates directly to ask for personal information over the phone, such as date of birth, social security number, or any other private financial information. Learn More

Springfield, MA | Baystate Health Careers

Department: Human Resource Operations/Talent Acquisition

Location: Corporate Office, Springfield, Massachusetts

Job Type: Full-Time Hybrid Position (3 Days in office)

Position Summary

The Talent Acquisition Manager is responsible for developing and executing talent acquisition strategies that enable the organization to attract, hire, and retain top talent. This role combines strategic workforce planning, recruitment leadership, talent analytics, and process optimization to deliver high-quality hiring outcomes aligned with business objectives. The Talent Acquisition Manager partners closely with business leaders and HR stakeholders to leverage workforce data, market intelligence, and recruiting metrics to drive informed talent decisions and continuous improvement. The Manager will lead a Talent Acquisition team focused on attaining top performance as defined by established service level agreements and industry benchmarks. The Talent Acquisition Manager will be expected to manage a small load of requisitions. The Talent Acquisition Manager is a strategic business partner, utilizing workforce data, analytics, talent intelligence, and market insights to drive hiring decisions and organizational growth.

Key Responsibilities

• Develop and execute enterprise-wide talent acquisition strategies aligned with organizational growth objectives and workforce plans.
• Partner with business leaders to anticipate current and future talent needs.
• Create hiring strategies for critical, hard-to-fill, leadership, and high-growth positions.
• Evaluate labor market trends and competitive intelligence to inform recruitment strategies.
• Lead employer branding and talent attraction initiatives to strengthen the organization's market presence.
• Establish and manage talent acquisition metrics, dashboards, and performance reporting; ongoing review against industry benchmarks and internally established service level agreements
• Analyze key recruiting indicators including time-to-fill, quality of hire, source effectiveness, candidate conversion rates and recruiter productivity.
• Utilize workforce data to identify trends, forecast hiring demand, and improve talent acquisition outcomes.
• Deliver actionable insights and executive-level reporting to support business decision-making.
• Leverage talent intelligence and labor market analytics to develop proactive recruiting strategies.

Leadership & Team Management

• Lead, develop, and coach a team of approximately 15 recruiters.
• Review performance expectations and accountability measures for recruiting teams.
• Foster a high-performance, data-driven recruitment culture.
• Support professional development and succession planning within the talent acquisition function.
• In partnership with Talent Acquisition leadership manage external recruitment relationships, agencies, and search firms.

Recruitment Operations & Process Improvement

• Oversee full-cycle recruitment processes to ensure efficiency, compliance, and effectiveness.
• Drive continuous process improvements through automation, technology, and best practices.
• Optimize applicant tracking systems, recruitment technologies, and candidate relationship management tools.
• Ensure compliance with employment laws, regulations, and organizational policies.

Business Partnership & Stakeholder Management

• Serve as a trusted advisor to executive level leadership, hiring managers, and HR partners.
• Consult with stakeholders on talent market conditions, organizational workforce challenges, and hiring strategies.
• Influence workforce planning discussions through data and talent insights.
• Facilitate regular talent review meetings and recruitment strategy sessions.
• Provide guidance on compensation trends, candidate expectations, and competitive positioning.

Benefits that Support You:

At Baystate Health, you get the best of both worlds: the resources, stability, and career opportunities of a large integrated healthcare system with the supportive culture of a community-focused organization.

Depending on eligibility, benefits may include:

• Competitive Pay & Benefits: Medical, dental, and vision coverage, including local Health New England plans.
• Tuition & Training: Tuition assistance, CEUs, and professional development opportunities.
• Career Growth: Clinical advancement, leadership development, and internal career opportunities.
• Retirement: Retirement savings and employer match.
• Paid Time Off: Generous PTO for eligible employees.

Qualifications

Required

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field.
• 7+ years of progressive talent acquisition experience, including leadership responsibilities.
• Demonstrated experience developing recruiting strategies and leading talent acquisition programs.
• Strong analytical capabilities with experience utilizing recruiting metrics, dashboards, and workforce data.
• Experience managing recruiters and influencing senior business leaders.
• Proficiency with Applicant Tracking Systems (ATS), CRM platforms, workforce analytics, and recruitment technologies.

Preferred

• Experience supporting multi-site health care organizations
• Advanced experience with workforce planning, talent intelligence, and predictive analytics.
• Knowledge of Workday Recruiting, indeed, LinkedIn Recruiter, or similar platforms.

Skills:

• Strong business acumen with the ability to analyze workforce and recruiting data, identify trends, translate insights into actionable strategies, and support data-driven decision-making.
• Strong problem-solving and decision-making capabilities with the ability to assess complex situations, exercise sound judgment, manage risk, and make timely recommendations that support business goals.
• Exceptional communication, presentation, and interpersonal skills with the ability to influence, collaborate, and build credibility with employees, leaders, executives, and external partners across all levels of the organization.
• Ability to lead cross-functional projects and enterprise-wide recruitment initiatives, establishing priorities, managing competing deadlines, and delivering results in fast-paced environments
• Strong people leadership skills with the ability to coach, mentor, develop, motivate, and evaluate team members while fostering a culture of accountability, collaboration, continuous improvement, and high performance.
• Ability to build strong partnerships and serve as a trusted advisor to business leaders by providing market intelligence, talent insights, and strategic workforce recommendations.
• Adaptable and resilient team player who thrives in dynamic environments, embraces change, and maintains a positive, customer-focused approach while supporting organizational and talent acquisition goals.

Education:

Bachelors Degree (Required)

Certifications:

Senior Human Resource Professional – Society of Human Resource Management

Compensation

Note: The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range. Pay ranges are listed as hourly for non-exempt employees and based on assumed full time commitment for exempt employees.

Minimum – Midpoint – Maximum

$130,977.00 – $150,550.00 – $178,048.00

Equal Employment Opportunity Employer