Talent Acquisition Partner

Description The Talent Acquisition Partner is responsible for all talent acquisition activities (sourcing, recruiting, onboarding, etc.) for an assigned area/region. The Talent Acquisition Partner impacts the organization by owning and driving the daily execution of talent acquisition processes in their area/region of responsibility. The successful incumbent aligns and partners with the operations team and leadership to ensure delivery of the right people at the right place at the right time! Essential Duties and Responsibilities Partner closely with the Talent Acquisition Manager and Scheduling Coordinators to successfully drive and execute talent acquisition plans, processes, and daily efforts for the area/region assigned. Develop and maintain strong business relationships with hiring managers. Own full cycle recruiting efforts (planning, sourcing, selection, offer, relocation, and onboarding processes) for the area/region assigned. Deliver on goals/targets established by management in terms of: # Hires, Time to Fill, Conversation Rates of Candidates to Hires, Quality of Hires, Customer Satisfaction, etc. Own resolution/disposition of any/all talent acquisition problems, issues, and/or challenges for the area/region assigned. Provide feedback and participate in continuous improvement activities to achieve Key Performance Indicators. Utilize various sourcing strategies and mechanisms to ensure there are adequate applicants on reqs/job postings. Comply with employment laws and company policies/guidelines. Network and develop community-based partnerships across the area/region assigned. Work closely with Operations and HR leaders and hiring managers to ensure attraction of great candidates and retention of talent. Facilitate talent acquisition/staffing meetings with scheduling coordinators Assist with developing and improving processes. Ensure candidates get a professional, positive candidate experience. Communicate with leadership and customers (daily, weekly, monthly reports, as well as escalating issues). Escalate sourcing challenges if/when the applications and/or candidate pipeline is inadequate. Complete other duties/responsibilities as assigned/requested. Education / Certifications High School Diploma or GED Required Prefer bachelor’s degree in an HR-related field or commensurate experience Prefer Certification(s) in HR and/or Recruiting (PHR, SPHR, SHRM-CP, SHRM-SCP, AIRS Certification, LinkedIn Certified. Professional Recruiter, etc.) Experience Must have experience in full-cycle recruiting (from sourcing to new hire onboarding) Must have knowledge & experience utilizing an Applicant Tracking System (ATS) Must have knowledge & experience utilizing job boards (Indeed, Glassdoor, etc.) Strongly prefer experience recruiting in a high-volume recruitment environment Prefer experience recruiting in the healthcare industry Competencies & Capabilities Builds partnerships/connections with business leaders Customer-focused (understands stakeholder needs and prioritizes actions accordingly) Action Oriented and Delivers Results with a strong sense of ownership (and holds self accountable) Problem-solving skills and drives resolution of talent acquisition issues, challenges, & obstacles Resilient and tenacious in handling challenges, pressures, and stretch goals High level of emotional intelligence and interpersonal skills Good communication skills (written and oral) Adaptable and possesses learning agility Comfort developing and presenting Talent Acquisition updates to leaders Notice Regarding the Use of Artificial Intelligence in Application Review Notice of AI Use in Job Application Review As part of our commitment in creating a fair, efficient, and consistent hiring process we may use artificial intelligence (AI) to help our recruiting teams organize, summarize, and analyze information provided by candidates, including resumes, application responses, and other materials submitted during the application process.AI may be used to identify patterns, highlight relevant skills, and experience, and assist in comparing a candidate’s qualifications with the requirement of a specific role. These tools are to improve efficiency and consistency while supporting more informed hiring decisions, which will ultimately be made by the hiring team. #J-18808-Ljbffr Caregiver