Talent Acquisition Consultant, Allied Health - 40 Hours, Days

UMass Memorial Health•Worcester, MA

11d•Remote

About The Position

As a member of the Talent Acquisition team, the Talent Acquisition Consultant partners with hiring leaders to deliver proactive, inclusive, metrics-driven, service-oriented recruitment. The role manages full-cycle recruitment from intake through offer, builds diverse talent pipelines for current and future hiring needs, supports internal recruitment and career growth opportunities, and advises stakeholders on sourcing strategy, market trends, candidate assessment, compensation guidance, candidate experience, internal mobility, and recruitment process improvement. The consultant uses the applicant tracking system, standard work documentation, organizational employment policies, and related technology to support compliant, timely, high-quality hiring outcomes and meet service level agreements. The role escalates market or role-attractiveness concerns to Talent Acquisition leadership and partners with sourcing resources on hard-to-fill or high-volume roles as needed. It also supports continuous improvement by applying lean methodology, identifying waste and opportunities to improve workflow, and sharing practices that strengthen recruitment processes and stakeholder experience. This is a fully remote, 40-hour-per-week position with a Monday-through-Friday schedule, 8:00 a.m. to 4:30 p.m. The stated hiring range is $66,913.60–$120,432.00 for a full-time schedule; the final offer may vary based on scheduled hours, experience, skills, qualifications, and internal equity. A signing bonus may be available, with eligibility confirmed during the interview process.

Requirements

Bachelor's degree or equivalent relevant experience.
Rogue Hire's Certified Recruiter certification, to be obtained within one year of employment, or an equivalent approved talent acquisition certification.
Two to four years of related recruitment, talent acquisition, human resources, healthcare, or high-volume professional recruiting experience.
Demonstrated ability to manage full-cycle recruitment, including intake, sourcing strategy, screening, candidate slate development, interview coordination, offer consultation, and requisition close-out.
Ability to source active and passive candidates using ATS/CRM tools, LinkedIn Recruiter or similar platforms, professional networks, social media, referrals, internet research, and talent-market data.
Excellent verbal, written, presentation, consultation, and relationship-management skills, including the ability to influence and advise hiring leaders at all levels.
Ability to maintain discretion and confidentiality when handling sensitive candidate, employee, compensation, and organizational information.
Ability to follow standard work and employment policies, meet service level agreements, use data to monitor recruiting workflow, support internal recruitment practices, coach caregivers on internal opportunities, and contribute ideas for lean methodology and continuous improvement.
Experience using applicant tracking systems, recruiting-related AI technology, and Microsoft Office applications including Outlook, Word, Excel, and PowerPoint; ability to learn web-based HR and reporting systems.

Nice To Haves

Relevant professional credential such as SHRM-CP, SHRM-SCP, HCI Strategic Talent Acquisition, Certified Internet Recruiter, AIRS, LinkedIn Recruiter certification, or a similar sourcing or recruiting credential.
Previous human resources or talent acquisition experience.
Knowledge of LinkedIn Recruiter.
Bilingual or multilingual skills.
Workday experience.

Responsibilities

Lead full-cycle recruitment for assigned requisitions, including intake, recruitment planning, job posting review, sourcing, resume evaluation, screening, candidate presentation, interview coordination, offer consultation with Compensation, and offer extension.
Monitor requisition activity against Talent Acquisition metrics and service level agreements, follow approved standard work, and escalate barriers affecting timeliness, quality, or candidate experience.
Develop and maintain diverse talent pipelines for critical, hard-to-fill, high-volume, and strategic roles using networks, associations, social media, online tools, community partnerships, referrals, market research, and targeted outreach.
Identify market trends, candidate motivators, and sourcing barriers, and recommend strategies to improve hiring quality, diversity, speed, and acceptance.
Advise hiring leaders and caregivers on role requirements, selection criteria, interview approaches, candidate feedback, workforce needs, recruitment risks, internal mobility, and career pathways.
Coach caregivers on internal positions, application and transfer practices, and opportunities aligned with their skills, experience, and organizational needs.
Provide timely communication and support a positive, respectful, inclusive, and transparent candidate experience; partner with Workforce Development on relevant programs and internal mobility initiatives.
Represent the organization at recruiting events, career fairs, professional meetings, and community or academic partnerships; promote career opportunities and build recruiting relationships.
Share observations and best practices from events and market interactions to improve outreach, pipeline development, and candidate engagement.
Participate in Talent Acquisition projects, process improvement, reporting, documentation, and compliance activities; maintain accurate recruitment records consistent with organizational, EEO/AA, regulatory, and employment policy requirements.
Apply lean methodology by following and improving standard work, identifying waste or variation, recommending best practices, and supporting continuous improvement of Talent Acquisition service delivery.