Talent Acquisition Business Partner

VetEvolve

11h•Hybrid

About The Position

We are seeking a strategic and innovative Talent Acquisition Business Partner (Recruiter) to help us fulfill our mission of creating positive changes in the veterinary profession to improve the lives of pets and people. This role is responsible for full-cycle recruiting, workforce planning, recruiting strategy development, process improvement, and delivering a high-touch candidate experience. The ideal candidate will bring a passion for transforming talent acquisition practices while attracting and retaining exceptional veterinary professionals, including veterinarians, technicians, and support staff, to support our mission-driven organization. Candidates must have veterinary medicine industry experience.

Requirements

BA/BS degree in Human Resources, Business Administration, or a related field.
Minimum five years of experience in talent acquisition, with demonstrated expertise in sourcing and full-cycle DVM recruiting and delivering high-touch candidate experiences.
Proven ability to implement and optimize recruiting workflows and communication strategies.
Strong knowledge of workforce planning, recruiting strategies, and veterinary industry trends.
Proficiency in applicant tracking systems (ATS), HRIS, and other recruitment technologies.
Exceptional interpersonal, communication, organizational, and relationship-building skills.
Candidates must have veterinary medicine industry experience.

Nice To Haves

Familiarity with veterinary industry challenges, including recruiting veterinarians, technicians, and support staff.
Established relationships with veterinary schools, associations, and professional networks.
Certification in HR or Talent Acquisition (e.g., SHRM-CP, PHR, AIRS).
Experience with DEI initiatives and strategies for inclusive hiring in the veterinary field.
Experience working at a staffing agency

Responsibilities

Manage the entire recruitment lifecycle, including sourcing, screening, interviewing, selection, offer negotiation, and the transition to onboarding.
Deliver a high-touch approach to candidate interactions, ensuring timely, transparent, and personalized communication at every stage.
Proactively identify and engage passive candidates, building lasting relationships that enhance the talent pipeline.
Develop and implement efficient yet candidate-focused recruitment workflows that ensure a positive experience.
Collaborate with veterinary clinic managers and leadership to forecast staffing needs and develop strategic hiring plans.
Use workforce analytics to identify gaps and design proactive strategies to address them.
Continuously improve workforce planning processes to ensure alignment with evolving business goals and industry demands.
Design innovative recruiting strategies tailored to the unique challenges of the veterinary industry.
Focus on improving sourcing methods, including partnerships with student programs, associations, and digital platforms.
Regularly evaluate recruiting strategies, integrating feedback and data insights to drive continuous improvement.
Prioritize a high-touch approach to all candidate interactions, emphasizing personalized and timely communication throughout the recruitment process.
Create tailored communication plans for candidates at various stages, ensuring clarity, empathy, and engagement.
Train and develop hiring managers on how to deliver exceptional candidate experience, including effective communication practices.
Continuously gather and act on candidate feedback to enhance the overall experience.
Serve as a trusted advisor to hiring managers and clinic leaders, providing insights on market trends, candidate availability, and recruitment best practices.
Foster strong partnerships with internal and external stakeholders, including veterinary schools, associations, and external recruiters.
Identify and implement improvements in stakeholder collaboration to drive alignment and efficiency.
Track and analyze key recruitment metrics, including time-to-fill, candidate satisfaction scores, quality-of-hire, etc.
Use data-driven insights to identify process inefficiencies and recommend actionable improvements.
Implement process enhancements that streamline workflows while maintaining a high level of candidate engagement.
Present regular performance reports and actionable recommendations to leadership.