Director of Talent Acquisition

Summit BHC

1d•Onsite

About The Position

The Director of Talent Acquisition provides leadership oversight for implementing proactive talent acquisition strategies, driving process improvements that enhance the candidate experience, and evaluating impact and return on investment. Responsible for executing efficient and effective talent acquisition programs and practices to obtain the right talent to support business needs. This includes developing a recruiting strategy to support Summit BHC and driving performance across all talent acquisition disciplines (i.e. talent mapping, sourcing, branding, assessment & selection, offer negotiation, etc.). Places emphasis on consistently reviewing and improving recruitment strategies through emerging recruiting technologies, attraction through employer brand, client management and customer experience.

Requirements

Bachelor’s degree in human resources, marketing, business administration, or related field required.
Five or more years of talent acquisition experience and full cycle recruiting required.
At least three years’ experience working within a healthcare environment required.
Experience with behavioral health clinical recruitment preferred.
Proficient in the use of social media and job boards
Broad knowledge of industry trends within the healthcare market to identify top recruits, forecast opportunities and consult with candidates.
Three or more years of management role in talent acquisition required, preferably in healthcare environment.

Nice To Haves

Experience with behavioral health clinical recruitment preferred.
PHR/SPHR or SHRM-CP/SHRM SCP Certifications preferred.

Responsibilities

Leads the strategic direction of talent acquisition capabilities including technology solutions, recruitment marketing, recruitment strategy, campus and community relations and high-volume recruitment.
Develops and engages talent acquisition professionals to provide a best-in-class experience to both candidates and leaders.
Reviews and refines high volume staffing models and approach in partnership with business leaders.
Anticipates adjustments to hiring forecasts as business trends change and leverages outside partnerships, as necessary.
Provides strategic partnership to business leaders to develop staffing strategies that fits their team’s individual needs and that of the business.
Analyzes hiring performance to inform adjustments to hiring strategies to optimize resources and investments.
Develops and drives talent acquisition metrics and trend analysis.
Leverages metrics and performance for coaching and team development.
Partners with hiring leaders, HR leadership and Senior Management to implement process improvement based on analysis as needed.
Maintains awareness of competitor practices, industry trends and recruitment standards.
Continually stays current on new and developing sourcing avenues.
Research emerging technology and as needed evaluates, implements, tests, and deploys solutions in partnership with internal teams.
Reinforces adoption of standardized workforce planning/talent forecasting methodology to improve sourcing strategies and talent acquisition responsiveness.
Evaluates labor market data on a regular cadence, with an emphasis on critical roles.
Leads the Talent Acquisition technology platform strategy and ensures full optimization, utilization, enhancements and continuous improvement of the Applicant Tracking System and other recruitment tools.
Uses traditional and non-traditional resources, such as career fairs, social media platforms (LinkedIn, Indeed, etc.), community network events, etc., to identify and effectively target active and passive candidates.
Partners with the Marketing and IT to develop Employment Branding and integrate this into creative recruiting campaigns leveraging social media and other platforms to reach a diverse audience.
Improves company employment branding and web presence to attract exceptional candidates
Creates and drives innovative recruitment methods to build a continuous pipeline to reach passive job seekers and to source difficult to fill positions.
Develops and executes on strategies with an emphasis on proactively attracting talent and providing excellent candidate and internal customer experience, and meeting diversity needs.
Identifies and prioritizes issues of importance, including those priority issues as set by leadership.
Collaborates with department leaders and corporate executive leaders, as needed.
Communicates instructions, expectations and timelines clearly and concisely.
Manages staff scheduling to maintain productivity levels, curtailing unnecessary overtime and/or excessive staff work hours.
Maintains accountability expectations for self and staff in all areas of job performance.
Engages staff in quality and safety basics to ensure sustained, measurable compliance.
Identifies staff educational needs and ensures they are addressed with education programs that are attended by staff.
Holds staff accountable for non-compliance and safety concerns, as well as attendance, following policies, behavior, and adherence to the code of conduct.