Onsite HR Recruiter

Glen Park Senior Living•Glendale, CA

8d•$27 - $30•Onsite

About The Position

The Recruitment Coordinator is responsible for staff recruitment and retention, continually sourcing compassionate and reliable team members who align with our company values. This role also develops and implements proactive recruitment and retention strategies to support staffing needs. The Recruitment Coordinator reports directly to the Talent Acquisition and Retention Manager and the HR Director.

Requirements

Minimum of 60 college units with at least two years of experience in health care or an equivalent combination of education and experience.
Experience in public speaking and presentations.
Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook), scheduling systems, and health care-related software.
Strong teamwork and communication skills.
Results-oriented, with the ability to measure and analyze outcomes.
Strong relationship-building and interpersonal skills.
Excellent verbal and written communication abilities.
Flexible, resilient, professional, and well-groomed.
Ability to prioritize, organize, delegate, and follow through independently with minimal supervision.
Commitment to client service excellence and caregiver support.
Good physical and mental health, including a current TB test.
Legal authorization to work in the U.S.
Live Scan Fingerprint Clearance
CPR/First Aid Certification
Negative TB Test and Health Screening

Responsibilities

Work collaboratively with key team members to understand recruitment and retention needs, as well as the existing recruitment market environment and caregiver pool.
Develop a Recruitment & Retention Action Plan by assessing company staffing needs, analyzing turnover trends, soliciting team feedback, and planning for both current and future business demands from the client, caregiver, and office team perspectives.
Conduct compensation and benefits analyses, collaborating with management to evaluate current and potential offerings and recognition programs.
Research major competitors’ wages and benefits to differentiate the company as an employer of choice; develop talking points to ensure team consistency.
Maintain professionalism and serve as a strong representative of the company’s brand, reputation, and culture.
Actively source quality caregiver candidates and ensure they meet established standards and job descriptions.
Implement caregiver retention programs (educational, recognition, appreciation, motivational, etc.).
Engage all employees in supporting recruitment and retention efforts.
Develop materials and resources to attract caregiver candidates and promote recognition.
Build and maintain relationships with health-related schools, local community organizations, and other recruitment sources.
Create educational opportunities for caregivers through online resources, partner organizations, and professional programs to support growth.
Maintain a strong online recruiting presence using diverse tools, websites, and social media platforms.
Promote and manage caregiver referral incentive programs; reward and recognize participation.
Plan and host job fairs (both internal and community-based).
Evaluate local advertising opportunities (signage, publications, banners, etc.) to promote caregiver recruitment and appreciation.
Participate in the interview process and ensure efficient hiring practices.
Adhere to recruitment, selection, and hiring policies and procedures, including preparation of new employee files and checklists.
Host and facilitate new hire orientations with support from the office team.
Work with management to ensure smooth onboarding and transition during the first 90 days of employment.
Develop and implement retention initiatives such as newsletters, appreciation events, and mentoring programs.
Organize and coordinate caregiver appreciation and company events.
Maintain effective communication with supervisory staff and use feedback to improve performance and training.
Participate in performance reviews by providing timely feedback and supporting continuous improvement.
Review employee exit interviews and use findings to enhance recruitment and retention strategies.
Conduct weekly office meetings to report on recruitment progress, candidate pipeline, and caregiver rosters.
Prepare monthly, quarterly, and annual reports to evaluate recruitment and retention effectiveness.
Submit expense reimbursements on time and adhere to budget approvals.
Ensure all recruitment and retention initiatives deliver appropriate return on investment.