Senior Talent Partner

East Boston Neighborhood Health Center Corporation•Revere, MA

1d•Onsite

About The Position

The Senior Talent Partner at NeighborHealth serves as a strategic thought partner, aligning workforce strategy, talent acquisition, and organizational development with the health system’s mission, long‑term objectives, and evolving business needs. This role operates as a trusted advisor to executives and leaders, providing data‑driven insight and consultative guidance to build sustainable, high‑performing teams across the organization. With a focus on enterprise impact, the Senior Talent Partner leads initiatives that strengthen workforce planning, leadership capability, and talent readiness while advancing a culture rooted in equity, inclusion, and community‑centered care. By partnering closely with department leaders, this role drives proactive talent solutions, enhances employee engagement and retention, and supports change management initiatives that enable NeighborHealth to deliver exceptional care and advance health equity.

Requirements

Bachelor's Degree and/or relevant Human Resources experience required.
Minimum of 7 to 10 years’ talent acquisition experience required, full-life cycle experience strongly preferred.
Minimum of 2 years’ healthcare-related talent acquisition experience required.
Strong interpersonal and communication skills, with the ability to build rapport across diverse teams.
Exceptional problem-solving and conflict-resolution abilities.
Ability to handle sensitive and confidential matters with professionalism and discretion.
Proficiency in Microsoft Office Suite.
The ability to work in a fast-paced environment.

Responsibilities

Lead the development and execution of innovative talent acquisition strategies to attract and retain high‑caliber talent across clinical and non‑clinical functions, including nursing, medical assistants, behavioral health, dental, administrative, operations, finance, and IT roles.
Provide strategic oversight of the full‑cycle recruitment process, including workforce planning consultation, sourcing strategy, candidate assessment, interview design, offer negotiation, pre‑employment compliance, and onboarding coordination.
Establish and sustain strategic partnerships with local schools, universities, residency programs, and professional associations to strengthen clinical talent pipelines and advance community‑based hiring initiatives.
Serve as a trusted advisor to hiring managers and department leaders, translating staffing models, productivity expectations, grant‑funded roles, and patient care demands into proactive recruitment and workforce solutions aligned with organizational goals.
Analyze and monitor recruitment metrics including time‑to‑fill, source effectiveness, candidate experience, and early retention trends, delivering data‑driven insights and recommendations to senior leadership.
Provide strategic guidance and coordination for a seamless onboarding experience, in partnership with the HR Onboarding Coordinator and HR Compliance Coordinator, ensuring completion of credentialing, compliance training, system access, and orientation aligned with NeighborHealth’s patient‑centered care model.
Partner with HR Business Partners and department leaders to lead structured offboarding processes, including exit interviews, compliance documentation, and transition planning to support continuity of care and operations.
Evaluate exit and turnover data to identify retention risks, workforce patterns, and opportunities for improvement, presenting actionable recommendations to leadership.
Ensure accurate and compliant maintenance of employee records in accordance with healthcare regulatory requirements, including licensure, credentialing, and audit readiness where applicable.
Support the implementation, optimization, and ongoing administration of HRIS, applicant tracking systems, and onboarding platforms to improve operational efficiency, reporting, and data integrity.
Analyze enterprise workforce trends including turnover, retention, vacancy rates, and clinical staffing capacity to inform proactive workforce planning and long‑term talent strategy.
Contribute to succession planning efforts for key clinical, operational, and leadership roles to support organizational sustainability and continuity of care.
Collaborate with executive and senior leadership to align talent initiatives with NeighborHealth’s strategic plan, growth priorities, and community health objectives.
Leverage workforce data and market insights to enhance employee engagement, strengthen retention, and improve overall workforce effectiveness.
Participate in organizational design discussions, change management initiatives, and process improvements that enhance team effectiveness and the employee experience.
Lead the development and configuration of competitive, equitable offer packages, ensuring alignment with internal equity, experience, grade structures, and relevant market benchmarks.
Partner with HR Business Partners, the CHRO, and Finance to ensure compensation practices align with organizational pay philosophy, budgetary guidance, and regulatory requirements.
Champion and model a workplace culture grounded in NeighborHealth’s mission, values, and commitment to high‑quality, equitable patient care.
Support and influence initiatives that promote employee engagement, wellness, recognition, and cross‑department collaboration across clinical and non‑clinical teams.
Contribute to HR Corner and other internal communication channels to reinforce transparency, organizational priorities, and change initiatives.
Partner with leadership to proactively address employee relations matters that impact talent acquisition and retention, collaborating closely with the appropriate HR Business Partner to reinforce accountability, professionalism, and respect.
Please note, this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.