Manager Talent Acquisition

Highmark Health•Pittsburgh, PA

About The Position

JOB SUMMARY The job will act as the strategic talent acquisition partner for a major business unit and will also lead a functional recruiting team. Will be responsible for developing customized recruiting strategies for the business unit and will partner with the HR client engagement lead and HRBPs to inform and influence senior business leaders on key talent acquisition issues, actions, and strategies. The CRM will also partner with peers to ensure that staffing needs across all client areas are met. ESSENTIAL RESPONSIBILITIES Performs management responsibilities to include, but are not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity. Plans, organizes, staffs, directs and controls the day-to-day operations of the department; develops and implements policies and programs as necessary; may have budgetary responsibility and authority. Partners with the recruiting team and HRBPs to inform & influence senior business leaders in client areas on key talent acquisition issues, actions, and strategies. Interprets business requirements and translating them into successful recruitment solutions and talent strategies. Drives proactive candidate pipelining, slate quality, and diversity. Ensures functional team effectively executes the full cycle recruitment process, including creative sourcing, resume evaluation, and candidate screening for their functional recruitment. Monitors requisition volume in partnership with recruiters and assigns activity to team members based on volume, expertise, skill level, etc. Develops team that leverages innovative candidate sourcing to produce sustainable talent pipelines of active and passive candidates for all relevant functional areas. Reinforces adoption of standardized workforce planning/talent forecasting,. understanding talent as a revenue accelerator vs. purely headcount. Evaluates labor market data on a regular cadence, with an emphasis on critical roles. Partner with compensation team to address compensation competitiveness as necessary. Collaborates within and across enterprise teams to support recruitment process improvements and sharing of best practices to continuously evaluate customer experience. Other duties as assigned or requested.

Requirements

Bachelor's Degree in Business Administration/Management, Human Resources or other related area or relevant experience and/or education as determined by the company in lieu of a Bachelor's Degree.
Minimum 10 years' of related work experience, ideally including a combination of both corporate and agency environments
Prior experience to include: using an applicant tracking system (ATS) to source, track, and measure results; working in an OFCCP regulated environment; leading a team of recruiters.
Expert knowledge in candidate sourcing skills using a wide array of techniques, focus on direct sourcing
Extensive experience leading the recruitment process.
Ability to independently manage multiple competing demands and constantly re-prioritize with ease.
Excellent project management and communication skills
Self motivated and acts with a sense of integrity and urgency and a strong customer focus
History of successful interaction and ability to build credibility with senior-level business executives and the ability to influence decision making and negotiate with candidates and customers
Experience with process improvement tools, service level agreements (SLAs), and recruiting metrics
Proficiency with the Microsoft Office Suite

Nice To Haves

None
Experience with Workday (ATS/HRIS)
2 years of leadership and/or people/project supervisory experience
AIRS recruitment certifications

Responsibilities

Performs management responsibilities to include, but are not limited to: involved in hiring and termination decisions, coaching and development, rewards and recognition, performance management and staff productivity.
Plans, organizes, staffs, directs and controls the day-to-day operations of the department; develops and implements policies and programs as necessary; may have budgetary responsibility and authority.
Partners with the recruiting team and HRBPs to inform & influence senior business leaders in client areas on key talent acquisition issues, actions, and strategies.
Interprets business requirements and translating them into successful recruitment solutions and talent strategies.
Drives proactive candidate pipelining, slate quality, and diversity.
Ensures functional team effectively executes the full cycle recruitment process, including creative sourcing, resume evaluation, and candidate screening for their functional recruitment.
Monitors requisition volume in partnership with recruiters and assigns activity to team members based on volume, expertise, skill level, etc.
Develops team that leverages innovative candidate sourcing to produce sustainable talent pipelines of active and passive candidates for all relevant functional areas.
Reinforces adoption of standardized workforce planning/talent forecasting,. understanding talent as a revenue accelerator vs. purely headcount.
Evaluates labor market data on a regular cadence, with an emphasis on critical roles.
Partner with compensation team to address compensation competitiveness as necessary.
Collaborates within and across enterprise teams to support recruitment process improvements and sharing of best practices to continuously evaluate customer experience.
Other duties as assigned or requested.