Talent Acquisition Advisor {171024}

Job Description

Job Description

Position Summary

The Talent Acquisition Advisor supports the organization's hiring needs by delivering high-quality, full-cycle recruitment services while developing consultative and strategic recruiting capabilities. This role partners closely with hiring leaders and senior Talent Acquisition Advisors to understand staffing needs, execute effective recruiting strategies, and deliver a positive candidate and hiring leader experience.

The Talent Acquisition Advisor owns day-to-day recruiting execution, candidate experience, and process compliance while building expertise in talent consulting, labor market intelligence, and data-informed decision-making. This position combines relationship management, recruiting execution, and operational excellence with exposure to talent strategy, workforce planning, and market trends.

Key Responsibilities

Recruitment Delivery, Selection & Hiring

• Manage full-cycle recruiting activities for assigned positions, from requisition intake through offer acceptance.
• Review resumes and conduct initial phone or virtual interviews to assess candidate qualifications, experience, and organizational fit.
• Facilitate structured, skills-based interview processes and present qualified candidate slates to hiring leaders.
• Support timely and informed hiring decisions, escalating complex or high-priority searches to senior Talent Acquisition Advisors when appropriate.
• Assist with offer development using established compensation guidelines and salary ranges; collaborate with Compensation, HR, and senior advisors on pay positioning and approvals.
• Deliver verbal offers and coordinate onboarding transitions with HR Operations, ensuring offers are competitive, equitable, and compliant.

Hiring Manager Partnership & Advisory Support

• Serve as the primary recruiting contact for hiring leaders throughout the recruitment lifecycle.
• Provide guidance regarding recruiting timelines, candidate availability, and interview best practices.
• Educate hiring leaders on behavioral and skills-based interviewing techniques.
• Promote consistent, fair, and effective selection practices aligned with organizational standards.
• Build trust and credibility through proactive communication, responsiveness, and reliable follow-through.
• Identify opportunities to influence hiring strategies and workforce decisions with support from senior Talent Acquisition Advisors.

Labor Market & Talent Intelligence

• Provide hiring leaders with insights on labor market trends, talent availability, and competitive hiring practices.
• Collaborate with Compensation and HR partners to advise leaders on market-aligned compensation expectations.
• Educate stakeholders on hiring trade-offs related to speed, quality, cost, and talent availability.
• Stay informed on industry trends, workforce developments, and recruiting best practices.

Candidate Experience & Employer Brand

• Deliver a high-touch, positive candidate experience from initial engagement through onboarding.
• Serve as a brand ambassador, ensuring professionalism, transparency, and respect throughout the hiring process.
• Build and maintain relationships with active, passive, and future talent pipelines.
• Monitor candidate feedback and address concerns to enhance the overall hiring experience.

Process, Compliance, Data & Continuous Improvement

• Manage recruiting workflows in accordance with internal policies, employment laws, and regulatory requirements.
• Maintain accurate and timely records within the Applicant Tracking System (ATS).
• Ensure compliance with posting requirements, approvals, hiring documentation standards, EEO, and OFCCP regulations.
• Utilize recruiting metrics, dashboards, ATS platforms, CRM tools, and scheduling systems to track performance and support reporting.
• Analyze recruiting trends and identify opportunities to improve efficiency, candidate experience, and quality of hire.
• Participate in ongoing training and professional development to strengthen consultative, analytical, and strategic recruiting capabilities.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent combination of education and experience may be considered.
• 1–3 years of experience in talent acquisition, recruiting, or a related Human Resources role.
• Experience managing multiple requisitions in a fast-paced, high-volume recruiting environment.
• Strong organizational, time management, and prioritization skills.
• Excellent verbal and written communication skills.
• Demonstrated ability to build effective partnerships with hiring leaders, candidates, and HR stakeholders.
• Working knowledge of recruiting best practices, employment laws, and compliance requirements.
• Experience utilizing Applicant Tracking Systems (ATS) and recruiting technologies.

Preferred Qualifications

• Experience recruiting for healthcare or clinical positions, including nursing, allied health, medical technology, or related specialties.
• Familiarity with healthcare education programs, accreditation standards, and talent pipelines.
• Experience supporting leaders in complex, matrixed, or high-growth environments.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or equivalent.
• Experience leveraging recruiting analytics and labor market data to influence hiring decisions.

Key Competencies

• Relationship Building & Stakeholder Management
• Candidate Assessment & Selection
• Talent Sourcing & Pipeline Development
• Communication & Influencing Skills
• Business Acumen
• Labor Market Intelligence
• Data Analysis & Reporting
• Process Management & Compliance
• Customer Service Orientation
• Continuous Improvement Mindset