Talent Acquisition Program Manager - Wake

Advocate Health and Hospitals Corporation•Wake Forest, NC

3d•Hybrid

About The Position

The Talent Acquisition Program Manager is responsible for creating recruitment strategies, screening and interviewing top talent for defined functional areas, and managing recruitment service level agreements. This role partners with other talent acquisition staff on recruitment strategies for pivotal positions and develops strong relationships with hiring managers and HR partners. The position involves consulting with hiring leadership to anticipate and address short and long-term hiring needs and business goals, including identifying needs, interviewing candidates, recommending qualified candidates, extending job offers, arranging relocations, and assessing hiring success. The role also proactively diagnoses recruiting and sourcing issues, develops and implements solutions for enhancements, and ensures recruitment strategies meet client needs and serve as best practice guides. The Talent Acquisition Program Manager works with the sourcing team to assess recruitment and sourcing success by tracking trends and statistics, presents findings to hiring leaders, and identifies key gaps to implement strategies that react to employment market trends. This role actively leads special recruitment projects, campaigns, initiatives, and work teams, and drives process improvement initiatives, sharing successes to build efficiencies and mentor others. The position requires serving as a social media expert to engage candidates through innovative methods, leveraging various recruiting resources, social media, and the internet. The Talent Acquisition Program Manager acts as a resource and mentor to colleagues for complex recruitment scenarios and reinforces critical thinking skills of less experienced recruiters. The role functions independently with limited direction and ensures communications align with the organization's culture and strategic plans, promoting the organization's mission, brand, and strategies.

Requirements

Bachelor's Degree in Human Resources or related field.
Typically requires 5 years of experience in human resources that includes experiences in proactively sourcing/recruiting for complex, difficult to fill positions in a fast paced, high volume environment.
Advanced skills in developing and implementing creative, efficient, proactive sourcing plans to engage both passive and active candidates and anticipate issues with a solution-oriented approach.
Proven success in generating a high quality pipeline of candidates under tight timelines to fill key roles.
Experience in consulting with hiring leadership to determine business and hiring needs.
Knowledge of recruiting, screening, interviewing, and developing recruitment strategies.
Advanced knowledge and skills in social media platforms, internet and search engine optimization and complex Boolean searches.
Skills in effectively leveraging networks and affiliations to build networks.
General knowledge of compensation, benefits, general human resources functions, and state and federal labor laws and regulations that impact human resources/employment.
Excellent communication and interpersonal skills, and a high degree of professionalism.
Demonstrated organizational and time management skills.
Proficiency in Microsoft Office suites.
Strong technology aptitude to use a variety of methods to engage candidates.
Ability to work within a fast-paced, team-focused environment, meet multiple deadlines and identify/solve problems creatively.
Ability to work autonomously with minimal supervision.

Responsibilities

Creates recruitment strategies, screens and interviews top talent for defined functional areas and manages recruitment service level agreements.
Partners with other talent acquisition staff on recruitment strategies for pivotal positions.
Develops strong relationships with hiring managers and HR partners.
Consults with hiring leadership to anticipate, develop and provide solutions for short and long-term hiring needs and business goals which include the following: identifying hiring needs, interviewing candidates, recommending qualified candidates, extending job offers, arranging for relocations and assessing the success of previous hiring.
Proactively diagnoses recruiting and sourcing issues that impact the Organization's ability to attract and retain qualified, diverse candidates/employees.
Develops, recommends and implements solutions for enhancements.
Ensures recruitment and sourcing strategies meet clients’ needs and serves as best practice guides for quality, expedient and effective hiring.
Works with the sourcing team to assess recruitment and sourcing success by tracking trends, statistics, and averages and presents findings to hiring leaders, at operational management meetings and to HR partners.
Identifies key gaps, assesses needs, presents effective solutions and proactively implements strategies to react to employment market trends.
Actively leads special recruitment projects, campaigns, initiatives and work teams and partners with other talent acquisition staff on recruitment strategies for pivotal positions.
Proactively identifies and drives process improvements initiatives and shares success with other team members to help drive consistency, build efficiencies and coach/mentor others.
Serves as a social media expert to proactively engage candidates through innovative and diverse methods.
Leverages a variety of recruiting resources, social media and internet space to find top talent such as search engine optimization, LinkedIn, Facebook, Twitter and other social media platforms.
Serves as a resource and mentor to colleagues and recruiters for complex recruitment scenarios, solutions, and proactive recruiting tools.
Reinforces critical thinking skills of less experienced recruiters.
Functions independently with limited direction from leadership.
Ensures communications align with the organization's culture and strategic plans.
Promotes the Organization’s mission, brand and strategies and translates jobs into career opportunities to attract top talent into the organization.

Benefits

Compensation Base compensation listed within the listed pay range based on factors such as qualifications, skills, relevant experience, and/or training
Premium pay such as shift, on call, and more based on a teammate's job
Incentive pay for select positions
Opportunity for annual increases based on performance
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program