Talent Acquisition Manager (Clinical/Healthcare)

Services For The Underserved, Inc.•New York, NY

9d•$75,000 - $80,000•Hybrid

About The Position

At Services for the Underserved (S:US), our Talent Acquisition team sits at the heart of our mission — because the right people in the right roles change lives. As a member of the Support Services function, the Human Resources department exists to resource, support, and empower every program across the organization, holding fast to the belief that a great employee experience starts from day one. We are looking for a strategic, people-first Talent Acquisition Manager to lead full-cycle recruiting efforts across our programs and drive the talent strategies that fuel our mission. In this role, you won’t just fill seats, you’ll build pipelines, develop your team, and serve as a trusted advisor to program leaders navigating complex staffing needs. The TA Manager will oversee and mentor a team of recruiters and recruiting coordinators, implement innovative sourcing strategies, and ensure that every candidate interaction reflects the values and culture of S:US. You’ll also maintain ownership of the organization’s internship program, creating pathways for emerging talent to grow with us. This is a role for an individual who thrives in a high-volume environment, leads with empathy, and understands that recruiting for mission-driven work requires both urgency and intention.

Requirements

Bachelor’s degree in human resources or relevant experience
Five years of recruiting experience in a clinical, healthcare and/or, human services, or non-profit field desirable, with at least 2 years in a supervisory or team lead capacity.
Proficiency with Applicant Tracking Systems; experience with iCIMS strongly preferred.
Prior experience supervising or mentoring recruiting staff in a high-volume, mission-driven environment.
Considerable knowledge and skill in interviewing techniques, and the principles and practices of recruitment and selection.

Responsibilities

Collaborate with the Director of Talent Acquisition, HR business partners and division leaders to implement and enhance comprehensive recruitment strategies that support organizational hiring goals, bringing innovative ideas and fresh approaches to existing frameworks.
Execute recruitment strategies across assigned programs with a continuous improvement mindset, regularly assessing what is working, identifying gaps, and bringing forward data-informed solutions to the Director of Talent Acquisition.
Build and maintain strong relationships with hiring managers through routine check-ins, providing transparent updates on pipeline activity, recruitment progress, and any challenges that may impact staffing outcomes.
Cultivate and manage sourcing partnerships with college representatives, professional organizations, and community agencies, coordinating logistics for open houses, career fairs, campus interviews, and community days to diversify and strengthen the candidate pipeline.
Partner with hiring managers to identify opportunities to support and grow the organization’s internship program, connecting emerging talent to meaningful experiences at S:US.
Directly supervise and support a team of recruiters and recruiting coordinators, providing ongoing coaching, performance feedback, and professional development.
Set clear expectations and goals for direct reports; conduct regular one-on-ones and performance check-ins to ensure accountability and growth.
Lead by example in modeling S:US values, fostering a team culture rooted in equity, collaboration, and continuous improvement.
Serve as an escalation point for complex or sensitive recruiting matters, guiding team members toward effective resolution.
Partner with the Director of Talent Acquisition to align team priorities with organizational staffing goals and workforce planning initiatives.
Perform high-volume, full-cycle recruitment including sourcing, screening, interviewing, processing background checks, and extending and negotiating employment offers.
Lead recruiting efforts across Behavioral Health programs, including BH-Supportive Housing and BH-Treatment Services, with a deep understanding of the clinical and compliance requirements unique to these divisions.
Visit program locations to meet with managers and staff to aid in identifying and developing program-specific recruiting strategies.
Provide information on agency services, benefit plans and job opportunities to applicants.
Screen and refer qualified applicants to hiring managers or other recruiters for interviewing by matching education, experience and salary requirements with specific job requirements.
Coordinate, confirm and review necessary new hire onboarding documents with candidates and recruitment team.
Resolve escalated issues with PPD, fingerprint and background check results through Justice Center, OPWDD and third-party background checks, etc.
Remain current with OPWDD/Justice Center regulations by participating in compliance training.
Ensure that all applicants are tracked and released from The Justice Center database when not hired or terminated.
Provide management support, including but not limited to, vacancy statistics, monthly employment activity records, correspondence, record-keeping, file maintenance, and other Human Resources data management and reporting.
Lead and oversee the organization’s employer branding strategy, ensuring S:US is consistently positioned as an employer of choice across all external-facing platforms and touchpoints.
Direct the development and placement of compelling job advertisements across multiple channels including Indeed, LinkedIn, employment agencies, colleges and universities, newspapers, professional associations, and the internet, ensuring messaging reflects the mission, culture, and values of S:US.
Build and manage community outreach partnerships, organizing ongoing virtual and in-person job fairs that expand S:US’s talent reach across diverse candidate pools.
Analyze and report on the effectiveness of advertising and sourcing strategies; use data to make informed decisions about channel investment and diversification.
Champion a culture of brand ambassadorship by equipping employees and managers with the tools, language, and enthusiasm to represent S:US authentically in their networks.
Oversee and continuously improve the employee referral program to drive quality pipeline growth from within the organization.
Champion an exceptional candidate experience from first point of contact through offer acceptance, ensuring every interaction is timely, respectful, and reflective of S:US’s values.
Establish and maintain clear communication standards across the recruiting team to ensure candidates are informed, engaged, and never left without a status update.
Ensure that all candidates, regardless of outcome, leave the process with a positive impression of S:US as an organization that leads with dignity and care.
Ensure the team is consistently working toward established targets and metrics and regularly reporting progress, trends, and areas for improvement.
Use data to identify trends, surface gaps, and make proactive recommendations that improve team performance and hiring outcomes.
Ensure the recruiting team is aligned to project timelines and organizational priorities, proactively flagging risks or delays before they impact deliverables.
Hold direct reports accountable to project milestones and deadlines, providing guidance and support to keep work on track and at a high standard.
Partner with the Director of Talent Acquisition to implement and uphold SOPs and process documentation that drive consistency and operational efficiency across the recruiting team.