Manager, Talent Acquisition

University of Rochester • Rochester, NY

18d • $96,860 - $145,290 • Onsite

About The Position

The Talent Acquisition Manager provides leadership and operational support for a team of Talent Acquisition Specialists/Recruiters. Oversees the daily activity of Talent Acquisition team(s) and makes recommendations to increase productivity and improve processes, escalating complex or strategic issues to Talent Acquisition leadership. Develops and recommends policies and policy changes to senior leadership to enhance the applicant experience, customer service to business leaders, and streamline operations. Assesses program effectiveness. The Talent Acquisition Manager works with HR Business Partners and departmental leaders to promote centralized recruitment in areas of high need and/or workforce shortage. Develops a proactive recruitment program, which includes building a best-in-class experience for applicants, talent pool and pipeline development.

Requirements

• Bachelor’s Degree plus 4+ years of relevant recruitment or HR experience required
• At least 3 years experience in supervisory capacity
• The 3 years of supervisory experience can be in a different field.
• Demonstrated knowledge of applicant tracking systems and recruitment processes

Nice To Haves

• Or equivalent combination of education and experience
• Prior experience supporting search committee processes is helpful, and preferred.
• Demonstrated experience recruiting clinicians (MD/DO) and/or academic faculty within a healthcare system, academic medical center, physician practice, or physician search-firm environment.
• Experience leading complex searches for physician leadership positions, including department Chairs, division Chiefs, Medical Directors, or other senior faculty appointments, is strongly preferred.
• Knowledge of physician sourcing strategies, physician workforce dynamics, and candidate engagement within medicine is essential.

Responsibilities

• Provides direction to recruitment staff and determines priorities; oversees procedures for sourcing candidates, evaluating applicant qualifications, conducting interviews, reference checks, and offers.
• Manages and evaluates performance of recruitment staff; recommends classification reviews and initiates other personnel actions.
• Orients and trains staff as required.
• Ensures Talent Acquisition programs are in compliance with university policies and federal/state/local hiring regulations, including equal employment practices.
• Maintains awareness of recruitment sources, bottlenecks in processes, and broader HR initiatives that affect Talent Acquisition.
• Supports the planning, design and evaluation of recruitment programs, policies, and procedures.
• Ensures attraction, screening, and selection processes accurately represent the role, department, and organization.
• Reviews and improves recruitment processes, workflows, and tools, with a focus on impact to the candidate experience.
• Consults with HR Business Partners, hiring teams and Talent Acquisition leadership on recruitment strategy; establishes relationships that support both current hiring goals and proactive workforce planning.
• Provides advice on hiring policies, legal requirements, and recruitment best practices to hiring teams.
• Communicates Talent Acquisition processes and data effectively through accurate documentation; supports reporting and/or presentation creation and delivery when requested by Talent Acquisition Director.
• Leverages Workday Recruiting reports to evaluate recruitment effectiveness and guide strategy.
• Uses data to inform strategy; prepares reports to present outcomes to leadership.
• Routinely monitors KPI trends, such as time-to-offer, offer acceptance rates, vacancy rates, pipeline health, and success indicators.
• Collaborates with Talent Acquisition Directors to identify and evaluate recruitment vendors. Makes recommendation to Directors when a need is identified.
• When a search firm is engaged in a search aligned with Talent Acquisition, may serve as the primary interface between the vendor and internal teams or hiring committees.

Benefits

• The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University’s Mission to Learn, Discover, Heal, Create – and Make the World Ever Better.
• In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics).
• This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.
• At the University of Rochester, we are committed to fostering, cultivating, and preserving an inclusive and welcoming culture and are united by a strong commitment to be ever better—Meliora.
• It is an ideal that informs our shared mission to ensure all members of our community feel safe, respected, included, and valued.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager