Supervisor - Talent Acquisition

MaineHealth•Portland, ME

About The Position

MaineHealth is seeking an experienced, strategic Talent Acquisition Supervisor to lead and develop a segment of its Talent Acquisition team while managing recruitment activities for assigned requisitions. The supervisor coaches, guides, and manages the performance of Talent Acquisition Partners, helping the team meet service level agreements, recruitment benchmarks, and organizational hiring goals. The role partners with hiring leaders, Human Resources colleagues, and talent attraction professionals to plan and deliver strategic, timely, cost-effective, data-driven recruitment services while improving hiring outcomes and candidate experience. The position leads workforce planning and recruitment strategy, conducts full-cycle recruiting for assigned positions, and advises leaders on hiring practices and labor market conditions. It also builds team capability, supports performance management, analyzes recruitment metrics, and advances processes and outcomes, including through Lean or other process-improvement approaches. The role helps implement departmental goals and enterprise talent initiatives and maintains compliance with applicable employment laws and regulations. MaineHealth describes a supportive, inclusive environment serving communities across Maine and New Hampshire. The stated annual pay range is $89,980.80 to $121,721.60. The organization offers competitive benefits, recognition programs, career growth opportunities, and, where applicable, shift differentials or other incentives.

Requirements

Bachelor's degree in Business, Human Resources, Sales/Marketing, or a related discipline.
At least 3 years of current human resources experience, with solid experience and knowledge in recruitment and other HR disciplines, including compensation, benefits, HRIS, employee/labor relations, training, and organization development; equivalent experience may be considered.
Experience with full-scope staffing, including sourcing efficiencies, candidate assessment techniques, and job-offer negotiation.
Experience with applicant tracking systems and other electronic recruitment tools.
Demonstrated ability to manage multiple projects, establish service-level agreements, and meet or exceed customer expectations.
Exceptional communication and presentation skills, including verbal and written communication, influencing, listening, fact-finding, and problem-solving.
Intermediate to advanced computer skills, including Microsoft Office Outlook, PowerPoint, Excel, and Word.
Strong organizational skills, flexibility to adapt to changing priorities, and follow-through on requests.
Ability to analyze qualitative and quantitative information for decision support.
Ability to identify performance gaps and recommend process or other improvement interventions using Lean or other process-improvement methodologies.
Ability to influence hiring managers to move quickly through selection and offer stages to improve the opportunity to hire top candidates.

Nice To Haves

Advanced education or training in recruitment consulting, behavior modification, recruiting, sales, or negotiation.
Certification in Human Resources or Healthcare Recruitment is strongly preferred.
Healthcare industry experience is strongly preferred.

Responsibilities

Partner with organizational leaders to understand short- and long-term workforce needs, including hiring forecasts, succession planning, anticipated turnover, and workforce growth.
Conduct recruitment intake sessions to establish expectations, define position requirements, and align on hiring strategies.
Develop targeted recruitment plans using market intelligence, sourcing strategies, compensation insights, and workforce trends.
Use recruitment analytics and labor-market data to inform hiring decisions, improve outcomes, and support organizational goals and industry benchmarks.
Manage full-cycle recruitment for assigned positions, including screening, assessment, candidate recommendations, selection, and offers.
Use structured interviewing and assessment techniques to evaluate candidates.
Negotiate competitive offers while considering market conditions and internal equity.
Maintain an exceptional candidate experience and build talent pipelines for future workforce needs.
Partner with Talent Attraction colleagues on recruitment campaigns and identify ways to improve candidate attraction through digital marketing, job boards, social media, CRM, and targeted advertising.
Collaborate with HR partners and business leaders to proactively address workforce challenges.
Conduct regular hiring reviews and update meetings using recruitment metrics and analytics.
Advise hiring managers on recruitment best practices and labor-market conditions.
Provide day-to-day leadership, coaching, and development to Talent Acquisition team members.
Set performance expectations and monitor service-level agreement achievement.
Develop recruiters' capabilities in sourcing, interviewing, assessment, and strategic consulting.
Foster accountability, continuous learning, and operational excellence; conduct performance evaluations and create development plans.
Partner with Talent Acquisition leadership to implement departmental goals and strategic initiatives.
Analyze Talent Acquisition metrics, recommend process improvements, and support balanced scorecards and recruitment performance dashboards.
Identify performance gaps and implement solutions using Lean or other process-improvement methodologies.
Evaluate emerging recruiting technologies, sourcing strategies, and best practices; participate in special projects and enterprise talent initiatives.
Maintain compliance with applicable federal, state, and local employment laws and regulations.