Senior Talent Acquisition Specialist

Fenway Health • Boston, MA

6h • $76,800 - $96,000 • Hybrid

About The Position

Reporting to the Sr. Human Resources Director, the Senior Talent Acquisition Specialist is a key member of the HR team, with primary responsibility for talent acquisition and compensation. The role handles day-to-day delivery and continuous improvement of recruiting, compensation, and position-classification programs, and serves as a resource to managers and leaders. Responsibilities include managing recruitment activities, compensation analyses, system administration, and workforce initiatives. This is a hybrid position requiring work at the Boston office at least two days per week.

The role manages full-cycle recruiting across disciplines, including sourcing and pipeline development, candidate communications, hiring-manager consultation and training, recruitment operations and vendor relationships, ATS administration, reporting, and employment-law and affirmative-action compliance. It also administers compensation and position-classification programs, including job analysis, market pricing, salary benchmarking, internal equity reviews, HRIS maintenance, and compensation reporting. Additional duties include leading HR projects, supporting total rewards communications and policy updates, producing reports and dashboards, responding to stakeholder inquiries, and contributing to continuous improvement and agency activities.

The position requires the ability to communicate in person, by phone, and through electronic media; sit at a computer and keyboard for extended periods; and occasionally lift or move objects weighing up to 15–20 pounds. The work environment is typical of an office in lighting, temperature, sound, and structure.

Requirements

• Bachelor’s degree in Human Resources or a related field, or an equivalent combination of education and experience.
• At least 6 years of Human Resources experience, including at least 4 years of full-cycle recruiting experience.
• Demonstrated experience administering compensation, position-classification, or workforce-planning programs.
• Demonstrated ability to independently advise managers and leaders on recruiting, hiring decisions, compensation, and workforce planning.
• Experience proactively sourcing candidates and building talent pipelines using LinkedIn Recruiter, professional networks, job boards, referrals, and other strategies.
• Experience administering an Applicant Tracking System, including reporting, workflow management, user support, and system configuration.
• Excellent written and verbal communication skills.
• Excellent time-management and organizational skills; ability to manage multiple tasks and prioritize duties.
• Strong attention to detail and interpersonal skills, including the ability to work with and present effectively to leadership, stakeholders, and peers.
• Ability to attend career fairs and other recruiting events, including occasional evening or weekend events.
• Working knowledge of Microsoft Office Suite, including Outlook, Excel, Word, and PowerPoint.
• Ability to work respectfully and effectively with people from a wide range of backgrounds and experiences, demonstrating professionalism, empathy, and cultural awareness without regard to protected characteristics.
• Ability to communicate in person, by phone, and through communication media; sit at a computer station and keyboard for extended periods; and occasionally lift and move objects weighing up to 15–20 pounds.

Nice To Haves

• Experience working with an HRIS; Paylocity experience is a plus.
• Experience in healthcare, community health centers, nonprofit organizations, or other mission-driven environments.
• Experience recruiting clinical talent, including physicians, advanced practice providers, nurses, behavioral health professionals, and allied health professionals.
• Experience administering compensation programs, conducting job analysis, and participating in salary benchmarking and market pricing.
• Knowledge of HR laws and regulations, including EEO/AA, MEPA, and FLSA.
• Working knowledge of full-cycle recruitment processes and employer-branding techniques.
• Experience implementing, configuring, or optimizing ATS platforms and recruitment technologies.
• Experience recruiting for leadership roles, including executive leadership searches.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Responsibilities

• Partner with HR colleagues and hiring managers to identify workforce needs, develop recruitment strategies, build talent pipelines, and provide a strong candidate and hiring-manager experience.
• Lead the development, implementation, and ongoing improvement of recruitment programs, practices, workflows, and sourcing strategies.
• Manage full-cycle recruiting across multiple disciplines and a portfolio of up to 40–50 active requisitions.
• Proactively source and engage candidates through professional networks, job boards, social media, industry associations, referrals, and direct outreach; develop pipelines, especially for hard-to-fill clinical, nursing, and provider roles.
• Conduct inclusive and equitable searches and maintain clear, responsive communication with candidates throughout the hiring process.
• Monitor recruitment metrics and labor-market trends, diagnose hiring challenges, and implement solutions to improve sourcing effectiveness and hiring outcomes.
• Represent Fenway Health at career fairs, networking events, and community outreach activities.
• Advise hiring managers on position design, candidate assessment, compensation, market conditions, hiring decisions, sourcing, workforce planning, and compliant selection practices.
• Design and improve hiring-manager training on recruitment best practices, interviewing, employment law, unconscious bias, candidate evaluation, and selection; maintain supporting guides and tools and provide ongoing coaching.
• Administer, configure, optimize, and oversee the Applicant Tracking System; maintain data integrity, reporting, workflows, user support, and consistent system use.
• Manage relationships with ATS providers and recruiting vendors, including staffing agencies, job boards, and recruitment marketing providers; assess performance and manage contracts and service expectations.
• Develop recruitment dashboards and reports covering measures such as time-to-fill, source effectiveness, turnover, diversity hiring, and workforce analytics; use data to support workforce planning.
• Prepare and support the Affirmative Action Plan and related compliance reporting, and ensure recruiting practices comply with applicable employment laws and regulations.
• Partner with HR colleagues to support candidate experience from application through onboarding and first-year integration.
• Administer and improve compensation and position-classification programs to support equitable, competitive, and sustainable pay practices.
• Conduct compensation analyses, market pricing, salary benchmarking, internal equity reviews, and job analyses; develop recommendations and maintain a compensation-survey resource library.
• Maintain job descriptions and assess job duties to determine exempt or nonexempt status, salary range, and career level; maintain classifications and salary scales in Paylocity HRIS.
• Analyze compensation data and market trends, prepare and present summary reports, and conduct data and cost analyses supporting compensation decisions, salary negotiations, and collective bargaining.
• Advise managers on employment regulations, compensation policies, HR procedures, and collective bargaining agreements.
• Lead assigned HR projects and cross-functional initiatives, including planning, implementation, stakeholder coordination, communication, and outcome measurement.
• Partner with HR team members and Fenway’s Benefits Broker to improve and communicate the Total Rewards compensation strategy.
• Build relationships with staff and leaders, assist with reviewing and interpreting HR policies and procedures, and maintain reports and dashboards related to areas of responsibility.
• Respond to department phone calls, emails, and tickets and provide customer service to internal and external stakeholders.
• Support continuous improvement across HR processes, systems, and employee experience initiatives.
• Meet agency participatory expectations; follow agency and departmental policies, confidentiality and safety requirements; participate in quality-improvement activities, required meetings, trainings, and continuing education; and serve on committees or in professional organizations when requested.
• Perform other duties as assigned.

Benefits

• Competitive salaries.
• Comprehensive medical insurance plans for those who qualify.
• Comprehensive dental insurance plans for those who qualify.
• Retirement plan with employer match for those who qualify.
• Nearly nine weeks of paid time off annually, including holiday, vacation, sick, and personal time.

What This Job Offers

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