Talent Acquisition Specialist

Location 530 Center street,Salem, OR, 97301,United States Base Pay $65,124.80 - $76,356.80 / Year Job Category Oregon Specialty Group Description After reassessing our department's needs and future priorities, OSG has made the strategic decision to transition from an HR Generalist position to a dedicated Talent Acquisition Specialist role to better support our evolving workforce needs. The Talent Acquisition Specialist plays a key role in developing and executing recruitment strategies to attract top talent for our healthcare private practice. This position plays a crucial role in serving as a strategic partner to hiring managers throughout the recruitment process, onboarding new hires and promoting the organization's brand and culture. Essential Job Functions Manage full-cycle recruitment for assigned positions, from requisition development and sourcing through candidate selection, offer acceptance, and pre-employment onboarding. Collaborate with hiring managers and organizational leaders to understand workforce needs, establish position requirements, develop recruitment strategies, and align hiring efforts with department and organizational objectives. Develop and execute proactive sourcing strategies to identify qualified active and passive candidates through LinkedIn, social media, professional associations, healthcare-specific recruitment platforms, employee referrals, networking, job boards, and other appropriate recruitment channels. Develop targeted recruitment strategies for hard-to-fill and specialized healthcare positions, adapting sourcing approaches based on market conditions, candidate availability, specialty, geographic considerations, and organizational needs. Create, maintain, and strategically place job postings across GNSA and other appropriate recruitment platforms, including general and healthcare-specific job boards. Ensure job postings accurately reflect position requirements, organizational culture, and employment opportunities. Screen and evaluate candidates through resume review, phone/video screening, and other established selection methods to assess qualifications, experience, skills, motivation, and alignment with organizational needs. Partner with hiring managers throughout the selection process, providing consultative guidance on candidate evaluation, interview practices, selection criteria, and hiring decisions. Coordinate interviews and facilitate communication between candidates and hiring managers, ensuring a timely, organized, and professional recruitment process. Provide a positive and professional candidate experience by maintaining timely communication, appropriately managing candidate expectations, and ensuring candidates are treated with respect and professionalism throughout the recruitment process. Manage the offer process, including determining compensation within established guidelines, obtaining appropriate approvals, preparing and extending offers, negotiating within established parameters, and facilitating pre-employment requirements. Manage candidate engagement through the onboarding process, including preparing and sending offer letters, setting up new hires in GNSA, facilitating completion of required HR onboarding documentation, coordinating required pre‑employment activities, filing active I-9 forms, and ordering Equitable entry cards through building management. Ensure recruitment and selection practices comply with applicable federal, state, and local employment laws and organizational policies, including requirements related to equal employment opportunity, employment eligibility, background checks, applicant documentation, and fair and consistent selection practices. Track, analyze, and report recruitment metrics, including time-to-fill, source effectiveness, candidate pipeline activity, requisition activity, and other key performance indicators. Identify trends and opportunities to improve recruitment outcomes. Evaluate recruitment platforms and sourcing channels to assess their effectiveness in attracting qualified candidates. Audit the Practice's profiles on recruitment sites such as Indeed, Glassdoor, ZipRecruiter, and healthcare-specific platforms to ensure company information is accurate, consistent, and up to date. Partner with Marketing to strengthen employer branding and recruitment marketing efforts, including career site content, recruitment campaigns, social media initiatives, career fairs, employee referral programs, and other talent attraction strategies. Develop and maintain employee referral strategies that encourage employee participation and generate qualified candidate referrals. Stay current with recruitment trends, healthcare labor market conditions, sourcing strategies, technology, and industry best practices. Research competitor recruitment activities and industry benchmarks to identify opportunities for improvement and innovation. Evaluate and continuously improve recruitment processes, tools, and workflows to increase efficiency, improve the candidate experience, strengthen hiring manager support, and improve the organization's ability to attract and retain qualified talent. Represent Oregon Specialty Group with professionalism, enthusiasm, and positivity, serving as a knowledgeable ambassador of the organization's culture, values, career opportunities, and employment brand. Maintain appropriate confidentiality and discretion when handling candidate information, compensation information, employee records, and other sensitive or confidential Human Resources matters. Coordinate designated HR administrative processes related to employee onboarding and offboarding, including documenting resignations in personnel files, updating the New Hire/Termination calendar, preparing and distributing Employee Exit Benefits letters, submitting badge termination requests to Salem Health, and transferring active I-9 forms to terminated I-9 records. Demonstrate flexibility and adaptability in a fast‑paced healthcare environment, effectively managing multiple requisitions, competing priorities, changing business needs, and time‑sensitive recruitment activities. Maintain regular, predictable, and reliable attendance as required to perform the essential duties of the position and meet operational deadlines, maintain team coverage, and complete time‑sensitive work requiring in‑person coordination and access to on‑site systems and resources. Employees must report to work as scheduled, be punctual, and remain at work for assigned hours. OSG will comply with applicable federal and Oregon laws regarding protected leave and reasonable accommodations. Perform other related duties as assigned by management, for which appropriate training will be provided, to support departmental objectives and organizational success. Required Qualifications Bachelor's degree, with preference in healthcare, human resources, or a related field 2+ years of recruiting experience Excellent communication skills, both written and verbal. Ability to develop successful relationships with hiring managers and provide consultative expertise in hiring decisions. Strong organizational skills, attention to detail, and sound independent judgment in resolving issues. Extensive knowledge of recruitment best practices, processes, and applicable employment laws within the healthcare industry. Hands‑on experience with sourcing techniques (e.g., recruiting on social platforms and creating search strings). Familiarity with ATS and HRIS. Strong understanding of social media platforms and their role in recruitment, with an emphasis on digital and online recruitment strategies. Knowledge of employee benefits, enrollment processes and working with brokers/carriers. Preferred Qualifications Experience recruiting for clinical, medical, and healthcare roles, including physicians, nurses, and other healthcare professionals. Familiarity with recruitment platforms and job boards specific to the healthcare industry (e.g., HealtheCareers, PracticeLink, etc.). A successful Talent Acquisition Specialist will... Be a strategic and consultative recruiting partner who understands the organization's workforce needs and translates them into effective recruitment strategies. Be a proactive and resourceful problem‑solver who doesn't rely solely on applicants to find open positions. Build strong, trusted relationships with hiring managers, candidates, employees, and external partners. Demonstrate sound judgment and discretion when handling confidential candidate and employee information. Be highly organized and detail‑oriented, effectively managing multiple requisitions, priorities, and deadlines simultaneously. Use data and recruitment metrics to evaluate effectiveness and make informed decisions. Demonstrate resilience and adaptability when recruiting for difficult‑to‑fill positions or navigating changing business needs. Provide a professional, responsive, and positive candidate experience throughout the recruitment process. Be a proactive self‑starter who identifies opportunities to improve recruitment processes rather than waiting to be asked. Approach recruiting with creativity, curiosity, and persistence, particularly when traditional sourcing strategies are not producing qualified candidates. #J-18808-Ljbffr T E C Industrial Inc