Senior Talent Partner

NeighborHealth•Revere, MA

17h•Onsite

About The Position

NeighborHealth, formerly East Boston Neighborhood Health Center, is a large community health center serving the greater Boston area with a commitment to patient and community health. This role 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. The Senior Talent Partner acts as a trusted advisor to executives and leaders, providing data-driven insights and consultative guidance to build sustainable, high-performing teams. The role focuses on enterprise impact, leading initiatives to strengthen workforce planning, leadership capability, and talent readiness, while advancing a culture of equity, inclusion, and community-centered care. By partnering with department leaders, this role drives proactive talent solutions, enhances employee engagement and retention, and supports change management to 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 design, execution, and continuous improvement of employment practices and talent strategies.
Play a critical leadership role in workforce planning, recruitment strategy, retention efforts, and organizational design initiatives.
Provide strategic oversight of full-cycle recruitment for complex and high-impact roles, managing sensitive information with discretion and integrity.
Develop and execute proactive, data-informed recruitment strategies through diverse sourcing channels to build strong talent pipelines.
Partner with HR and organizational leadership on workforce planning, market and compensation analysis, recruitment reporting, and vendor relationship management.
Provide strategic oversight of onboarding and orientation processes, including TJC requirements.
Serve as a mentor and subject-matter expert supporting the development of Talent Partners.
Lead the development and execution of innovative talent acquisition strategies to attract and retain high-caliber talent across clinical and non-clinical functions.
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.
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.
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, ensuring completion of credentialing, compliance training, system access, and orientation.
Partner with HR Business Partners and department leaders to lead structured offboarding processes, including exit interviews, compliance documentation, and transition planning.
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.
Support the implementation, optimization, and ongoing administration of HRIS, applicant tracking systems, and onboarding platforms.
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.
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.
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.
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.