Talent Acquisition Specialist

Health New England•Springfield, MA

About The Position

This position is responsible for maintaining and adhering to internal controls, ensuring compliance with applicable laws and regulations, and following Health New England’s entity level policies and procedures. The position is responsible for reporting unethical or fraudulent activity related to business operations and adhering to Health New England’s Code of Conduct. Summary: Provide a brief summary of the purpose of this role. Include the role’s primary responsibility, its impact on end results, and the degree of freedom to act. This role serves as an HR strategic business partner to all levels of the organization. This position will develop and implement cost effective strategic initiatives for recruiting a diverse pipeline of qualified internal and external talent across the organization. The incumbent will serve as a subject matter expert in the full life cycle of talent acquisition to attract and retain talent for Health New England and promote career opportunities internal to the organization. The Talent Acquisition Specialist will collaborate with business partners to address their departmental needs. This position will develop new relationships and expand existing ones with colleges, local and state agencies to build Health New England’s brand, and as an employer of choice, while creating a diverse talent pipeline. The Talent Acquisition Specialist will monitor, report on, recommend and implement necessary changes based on trends occurring regionally and nationally to help maintain an effective workforce and align with business needs. The Talent Acquisition Specialist will model HR’s Guiding Values by providing quality service to Health New England’s internal and external customers while demonstrating a sense of urgency to meet customer needs. The incumbent will be fully engage in various Human Resources projects by sharing area of expertise and expanding knowledge of other areas of discipline.

Requirements

Bachelor’s Degree in Human Resources or related field and more than 3 years of talent acquisition experience; or an equivalent combination of education and experience.
Experience developing and executing effective sourcing strategies including sourcing passive candidates
Effective working knowledge of talent acquisition and recruiting process
Knowledge of human resources practices and employment laws and regulations
Intermediate level skills in Excel, Word and Power Point software applications
Excellent written and verbal communication skills
Highly organized and detailed oriented
Proven independent judgment
Serve as a change agent; change agile
Excellent customer experience service skills
Demonstrated critical thinking skills
Ability to maintain a high level of confidentiality
Highly skilled in managing multiple projects
Able to make decisions with limited information
Ability to work under tight deadlines
Ability to shift priorities frequently and easily to meet business needs while maintaining composure
Able to work with sensitive information and maintain the strictest confidence
Excellent interpersonal skills and the willingness to work as part of a team

Nice To Haves

Talent acquisition certification preferred

Responsibilities

Develop annual talent acquisition strategies using metrics, industry trends, business goals and stakeholder feedback; initiate on-going enhancements to the talent acquisition process that aligns with market trends and business needs.
Serve as an HR Strategic Business Partner to hiring managers by identifying, attracting, and delivering the most qualified diverse talent to Health New England while ensuring a diverse population.
Effectively screen, source, interview, select, and conduct reference checks using appropriate Health New England’s competency models, policies and tools.
Utilize knowledge of the external talent market and leverage the Health New England’s employer value proposition to win the talent competition.
Utilize both standard and creative sourcing strategies to target active and passive diverse candidates through campus recruiting, job boards; and, Identifying top talent and qualified candidates through online sources.
Effectively manage partnerships with vendors and search firms for complex talent searches by aligning to organizational goals, managing cost, and utilizing traditional and non-traditional sourcing techniques for both public and confidential searches while keeping hiring managers and the ELT abreast of costs commitments.
Participate in job fairs and other recruiting events by building and maintaining relationships with professional organizations, colleges,universities, and diversity organizations, as well as local and state agencies.
Participate in community events that enhance the Health New England’s brand within the talent acquisition function.
Provide consultative support, reference tools, and instructions for hiring managers on how to most effectively manage the recruitment process in areas of interview planning, talent assessment, and new hire on-boarding.
Extend offers to prospective new hires explaining the features of our comprehensive benefit offering and total compensation package.
Serve as a brand ambassador by communicating to prospective hires the compelling reasons Health New England is an employer of choice while delivering an excellent, quality candidate experience.
Utilize government agencies to maximize tax incentive opportunities for on-the-job trainings and/or experiences.
Maintain compliance with federal, state, and local laws & regulations, including OFCCP; educate hiring managers as such.
Advises HR Manager of any possible employee relations issues that may involve recruitment activities.
Establish internship programs with local colleges, universities or other institutions to build a diverse talent pipeline.
Manage and deliver the onboarding program, solicit feedback, make recommended enhancements and implement changes, as appropriate.
Conduct 10/90 day new hire surveys, analyze feedback, make recommendations, and implement changes to new hire experience, as appropriate.
Manage the stretch assignment and job shadow programs; solicit feedback, make recommendations, and implement changes, as appropriate.
Identify and leverage HR recruiting metrics using HRMS tools.
Manage the recruiting budget and employment related expenditures ensuring expenses don’t exceed allocated budgeted amount.