Talent Acquisition Supervisor

Rogers Behavioral Health•Oconomowoc, WI

6d•Remote

About The Position

Along with their individual responsibilities, the Talent Acquisition Supervisor is responsible for conducting annual performance reviews and weekly 1:1s with their direct reports while overseeing the alignment and strategy for their team. This position is fully remote, however the selected candidate must reside in a state that Rogers currently operates in - (WI, MN, IL, PA, TN, FL, GA, CO, CA, WA, NY, NJ).

Requirements

Requires a bachelor's degree and 5 or more years of experience.
Experience making cold calls, utilizing contact lists, databases and meet ups/events to build talent attraction.
Excellent written and verbal communication skills.
Exceptional internal and external customer service skills.
Experience managing multiple sourcing projects at one time.
Proficiency with MS Office products, various internet browsers, and HR/Sourcing technologies is required.
Experience working with senior leaders directly.
Experience recruiting multidisciplinary positions within a variety of different labor markets.
Experience working with various recruiting related technologies including Applicant Tracking Systems (ATS), LinkedIn, Indeed, Artificial Intelligence Sourcing Tools, and Programmatic Job Advertising.
Significant experience developing recruitment plans in partnership with hiring leader, sourcers, or other recruiters.
Passion to succeed in a competitive environment with a strong sense of urgency.
Strong organizational skills and an exceptional ability to multitask.
Analytical ability to identify trends and barriers to escalate.
Requires knowledge in related employment law and regulations.
Experience and/or aptitude for team leadership, strategy, and decision-making.

Nice To Haves

Experience implementing recruiting related technologies is a plus.
Advanced Diversity Sourcing experience or AIRS certification highly desired.
Experience recruiting within healthcare is highly desired, but not required.

Responsibilities

Driving all aspects of the candidate sourcing and generation process for exempt and non-exempt candidates at Rogers Behavioral Health.
Developing and implementing complex sourcing strategies, utilizing multiple methods and tools to acquire candidates for positions at all levels within the organization.
Providing timely and efficient full life cycle recruitment support in alignment and support of the strategic organizational needs of Rogers Behavioral Health.
Identifying, screening, interviewing, and acquiring top talent for key professional, technical, and highly specialized positions nationwide.
Performing position kick off meetings in partnership with the hiring manager to identify and understand the necessary skills of the open positions.
Working in partnership with the hiring manager and the sourcing specialist to conduct research and to develop an effective recruitment plan to find and attract talent with emphasis in presenting diverse slates of candidates.
Timely reviewing, screening and responding to job applicants with a strong emphasis on providing an exceptional candidate experience.
Conducting candidate interviews utilizing competency model and behavior-based questions.
Working in partnership with the Talent Acquisition Coordinator to schedule leader interviews efficiently and timely.
Providing proactive updates to hiring leaders on the progress and effectiveness of the recruitment plan and candidates.
Providing talent acquisition consultation to hiring leaders in areas of candidate selection, interview skills and questions, competitive job offers and the overall labor market.
Delivering offers of employment competitively with a high attention to detail.
Maintaining accurate and up to date candidate records at all times.
Providing leadership and mentoring of direct reports on team.
Completing and conducting annual performance review process for all direct reports.
Regular cadence of weekly 1:1s with all direct reports.
Driving the overall strategy for requisition alignment and allotment for team.
Deeply understanding the various job descriptions and departments at Rogers Behavioral Health to effectively understand target audience and create compelling message content to sell full Rogers value proposition.
Leveraging relationships at Rogers to stay abreast of business growth, changes and opportunities that may impact future talent needs and pipelines.
Identifying and executing sourcing strategies based upon the position requirements by creatively conducting research and/or utilizing a multitude of resources.
Developing an ongoing and diverse pipeline of prospective candidates using research, networking, database mining, complex internet searches.
Using a variety of technical tools to find and attract pools of qualified candidates.
Managing source of applicant as well as other identified sourcing systems.
Documenting research methods so they may be shared with others.
Tracking results and adjusting strategies accordingly.
Working with Recruiters and Talent Acquisition leadership to create sourcing plans and develop go forward strategy to identify pipeline of candidates proactively.
Finding, visually screening, and submitting qualified candidates to Recruiting Team based on job description and kick off meeting notes.
Assisting with job marketing creation/adjustment, as necessary.
Acquiring a thorough understanding of job requisition / description for required competencies, skills, knowledge required of successful applicants.
Maintaining knowledge of how many resumes need to be generated for open positions.
Generating recruitment metric reports both manually and using technologies.
Creating and maintaining sourcing records.
Promoting a team atmosphere by treating individuals with respect and honesty and by using direct communication and active listening skills.
Being open to change and actively supporting change.
Being open to others’ ideas and points of view.
Evaluating employees objectively and providing employees with periodic feedback.
Promoting department goals as well as the mission of the hospital.
Communicating goals to fellow staff members.
Maintaining department policies and procedures.
Including requirements and guidelines from external agencies (i.e., Joint Commission, State of Wisconsin).
Maintaining and/or communicating to appropriate party function backlog at a set time.
Educating new staff regarding regulations or requirements of those functions that relate to their areas or departments, as directed.
Demonstrating acceptance and training of student interns in the department, as directed.
Participating in hospital committees, performance improvement team meetings, and team projects, as directed.
Demonstrating punctuality and preparedness.
Demonstrating effective communication skills.
Demonstrating good organizational skills.
Contributing in a positive, solution-focused manner.
Conducting self in a professional manner.
Demonstrating organizational skills that promote timely response to all inquiries and to task completion.
Communicating with all individuals in a positive and professional manner.
Attempting to resolve individual issues with peers in a positive, calm manner, with a focus on solution.
Communicating concerns and providing solutions for same.
Projecting a professional image by wearing appropriate, professional attire.
Ability to influence departments within Rogers and provide technical guidance.