Manager, Physician & APP Recruitment, and Onboarding

Beth Israel Lahey Health•Burlington, VT

1d•$150,000 - $190,000

About The Position

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives. The Manager of Physician & APP Recruitment and Onboarding leads the execution of physician and advanced practice provider recruitment and onboarding across Beth Israel Lahey Health. This role partners with leadership to align hiring strategies with business needs, manages full-cycle recruitment operations, and ensures an efficient, high-quality candidate experience. The Manager is accountable for team performance, process improvement, and delivering timely, cost-effective hiring outcomes that support organizational growth and reports to the Executive Director of Physician & APP Recruitment and Onboarding.

Requirements

Bachelor’s Degree required
Physician recruitment experience in a high volume, complex multi-site organization required.
Seven years of experience successfully working in a healthcare environment with expanding scope of responsibility.
Proven experience in the development and implementation of Recruitment initiatives required.
Strong strategic thinking with the ability to translate business priorities into actionable recruitment plans.
Effective relationship building with diverse stakeholders; ability to influence, collaborate, and build consensus across teams.
Excellent communication skills, ensuring clear, timely, and actionable information sharing.
Demonstrated ability to lead change initiatives and drive continuous improvement efforts.
Strong analytical and problem-solving skills, with ability to use data to inform decisions and improve outcomes.
Knowledge of physician compensation, contracting fundamentals, and healthcare recruitment practices.
Ability to manage competing priorities and deliver results in a fast-paced, complex environment.
Sound decision-making and planning capabilities, with the ability to prioritize and allocate resources effectively.
Systems thinking with the ability to collaborate across functions and understand enterprise impacts.
Proven ability to develop talent, contribute to team effectiveness, and foster a high-performing, collaborative environment.
Work requires close attention to task for work to be accurately completed.
Work is varied every day, and the employee needs to be adaptable to respond to these changes and use independent judgement and manage priorities.
No substantial exposure to adverse environmental conditions.
NHCW: No patient contact.
Close work (Paperwork, visual examination), Monitor Use, Visual monotony, Visual clarity, Conversation, Telephone.
Sedentary work: Exerting up to 10 pounds of force occasionally in carrying, lifting, pushing, pulling objects. Sitting most of the time, with walking and standing required only occasionally.
This job requires constant sitting, frequent keyboard use.
Business travel to attend client meetings and recruitment events as needed.

Nice To Haves

Master’s degree preferred.
AAPPR certification and/or membership desired.
Familiarity with Workday is preferred.

Responsibilities

Partner with leadership to execute recruitment strategies aligned with clinical program growth, succession planning, and organizational priorities.
Translate workforce needs into actionable hiring and onboarding plans and recruitment initiatives.
Analyze recruitment data, trends, and market insights to inform decision-making and improve outcomes.
Oversee full-cycle recruitment for physicians and advanced practice providers, including sourcing, pipeline management, interviewing, and offer execution.
Ensure accurate tracking and reporting of open roles, candidate pipelines, offers, and onboarding status.
Optimize candidate sourcing, database management, and recruitment workflows to ensure consistent and efficient processes.
Oversee onboarding processes and operations for physicians and advanced practice providers, including provider transition from recruitment, background check process, provider orientation and pre-hire appointments.
Ensure accurate tracking of and reporting on providers in the onboarding process, compensation and bonus payments.
Ensure team efficiently manages marketing photos, lab coats, badges, employee health clearances, I-9s, etc.
Ensure continuity of onboarding processes across entities with consideration for certain site specific nuances.
Work closely with onboarding team regarding expedited hires, multi-site provider subleties and start date negotiations.
Expand onboarding program to new locations in a measured and systematic manner to ensure consistency of onboarding processes with a range of internal partners at the new site including employee health, security, human resources and hospital leadership.
Manage, coach, and develop recruitment and onboarding staff, including performance management and professional development.
Establish clear goals, priorities, and performance expectations aligned with departmental objectives.
Foster a collaborative, accountable, and high-performing team environment.
Identify opportunities to enhance recruitment processes, tools, and policies to drive efficiency and consistency.
Lead and implement process improvement initiatives and operational projects.
Support development of training programs for recruiters, hiring managers, and stakeholders.
Build and maintain strong relationships with physician leaders, operations, HR partners, and system stakeholders.
Provide consultative guidance on recruitment strategies, market conditions, and hiring challenges.
Collaborate with legal, compensation, credentialing, marketing, and onboarding teams to ensure seamless hiring and onboarding processes.
Ensure compliance with organizational policies, legal requirements, and employment regulations.
Support contract development and negotiations, escalating complex issues as needed.
Maintain knowledge of physician compensation practices and recruitment regulations.
Monitor team workload distribution and recruitment pipelines to ensure timely fulfillment of staffing needs.
Track and report key performance metrics, progress, and outcomes to leadership.
Support budget planning and adherence while maintaining focus on cost-effective hiring practices.
Contribute to integration efforts, program launches, and system-wide initiatives.
Serve as a resource for policy interpretation, recruitment best practices, and process guidance.
Perform other related duties as assigned.