Talent Acquisition and Retention Lead

Medrina•Chicago, IL

1d•Remote

About The Position

The Talent Acquisition and Retention Lead is responsible for developing and implementing strategies to attract, recruit, and retain top talent. This role combines full-cycle recruitment responsibilities for non-clinical roles (50%) with formulating and delivering employee retention initiatives (50%), ensuring alignment with both immediate hiring needs and long-term workforce strategy. It involves establishing a robust talent pipeline, enhancing employee engagement during onboarding, current employee retention and assimilation initiatives, and developing a culture with meaningful connections for our employees in a remote-first setting. This role reports to the VP of HR and is a member of a national HR team.

Requirements

Bachelor's degree in HR, communications, psychology, marketing, or a related field; or 10 years of experience in recruitment and selection with SHRM-PHR/CP certification.
Minimum of 5 years of experience in talent acquisition.
Proficiency and experience with ATS and HRIS platforms and MS Suite (i.e. Outlook, SharePoint, Excel, Word, PowerPoint) and Adobe.
Proven ability to learn various software quickly.
Proven expertise in developing candidate pipelines, passive candidate sourcing, utilizing social media, and AI.
Experience in formulating and delivering talent retention initiatives.
Experience as HR coordinator or generalist roles, experience and understanding of other facets of HR.
Ability to communicate via virtual meetings daily with a camera on as well as being responsive in a timely manner during work hours via email, MS Teams and phone.
Ability to occasionally travel for company training, meetings and recruiting events.
Ability to sit, stand, and walk for extended periods, and lift and move up to 25 pounds.

Responsibilities

Manage the recruitment process and the applicant tracking system (ATS), including job postings, candidate sourcing, resume screening, interviewing, interview scheduling, selection and offer negotiations.
Source candidates through job boards (Indeed.com & etc.), professional networks and LinkedIn, referrals, and passive candidate outreach.
Implement new and creative sourcing strategies for short- and long-term candidate pipelining.
Identify and implement innovative recruitment strategies, sourcing channels, and outreach activities to build a robust and diverse talent pipeline; including advanced sourcing techniques (e.g., LinkedIn Recruiter and Boolean search) to engage passive and active candidates inclusively and to reduce time-to-fill.
Collaborate with hiring managers to understand their staffing needs, develop formal job descriptions, selection criteria, interview scorecards, and hiring timelines.
Ensure a compliant, consistent, and professional candidate experience aligned with employer branding standards.
Maximize utilization of currently available systems as well as implementing approved and ethical AI use.
Stay up to date with federal and state laws pertaining to selection and hiring practices.
Meet Retention KPI – maintain new staff retention rate at 90%.
Implement retention strategies to reduce turnover and enhance employee satisfaction by developing formal job descriptions for all positions.
Support onboarding programs to improve early engagement, productivity, and retention by developing training plans for newly hired employees in collaboration with VP of HR and the hiring managers.
Monitor new employees' progress with the hiring managers as well as the new employees utilizing formal and informal techniques (e.g. 30, 60, 90-day questionnaires, check-ins and etc.).
Assist in development and delivery of the new employee assimilation initiatives.
Report on new employees’ progress and training needs to VP of HR and hiring managers.
Conduct exit interviews and improve the exit interview process.
Analyze exit interview data to identify trends and areas for improvement and report monthly to VP of HR.
Based on feedback and data, collaborate with HR team and assist in improving the onboarding processes and orientations utilizing new technologies and new techniques to ensure successful employee transitions in remote workplace setting.
Develop and manage employee engagement and development initiatives to foster meaningful connections and positive work environment in remote workplace settings.
Utilize data and metrics to measure the effectiveness of talent acquisition and retention initiatives.
Partner with VP of HR to update company compensation planning.
Prepare and present to VP of HR monthly reports on talent acquisition and retention metrics.
Stay informed about industry trends and advancements in talent acquisition and assimilation and retention initiatives.
Partner with VP of HR to continuously improve recruiting and talent management workflows for efficiency and scalability.
Ensure hiring and selection processes are compliant with EEOC, Federal and State laws.
Facilitate presentations and training to advise hiring managers/interview teams on recruitment and interview practices.
Support HR audits and reporting related to recruitment and staffing data.
Foster a culture of inclusion in hiring, selection and retention practices.