Talent Pipeline & Strategic Partnerships Specialist

Rogers Memorial Hospital•Oconomowoc, WI

12d•Hybrid

About The Position

The Talent Pipeline & Strategic Partnerships Specialist serves as a strategic partner within Talent Acquisition to develop and strengthen external talent pipelines that support the current and future workforce needs of Rogers Behavioral Health. The position builds relationships with colleges, universities, technical schools, high schools, community organizations, and other strategic partners to identify and engage emerging talent. The Specialist partners with Talent Acquisition leaders, recruiters, and business leaders to understand workforce needs and translate those needs into targeted campus and talent pipeline strategies. The role serves as a bridge between Campus and Talent Acquisition, connecting external talent development opportunities with current and future recruitment needs.

Requirements

Bachelor's degree in business, human resources, higher education, communications, marketing, healthcare, or related field required.
Minimum of 2 years’ experience in talent acquisition required.
Minimum of 1-2 years’ experience developing relationships with colleges, universities, academic programs, or community organizations.
Experience with campus recruiting platforms, CRM tools and recruitment reporting is required.
Valid driver's license required.

Nice To Haves

Experience with Workday ATS strongly preferred.
Experience analyzing data and developing recommendations.
Healthcare or higher education experience strongly preferred.

Responsibilities

Partner with Talent Acquisition leaders and recruiters to identify hard-to-fill and high-priority positions that may benefit from campus talent pipelines.
Research academic programs, schools, student populations, and emerging talent markets aligned with Rogers' workforce needs.
Identify and prioritize feeder schools and programs based on hiring needs, talent availability, geographic considerations, and historical outcomes.
Develop targeted campus strategies to support current and future workforce needs.
Research industry and competitor practices to identify new approaches to early-career talent development.
Present findings and recommendations to Talent Acquisition leadership.
Develop and maintain relationships with colleges, universities, technical schools, faculty, career services, academic programs, and student organizations.
Identify opportunities to build relationships beyond existing internship and affiliation partnerships.
Develop partnerships that increase Rogers' visibility among targeted student populations.
Identify opportunities for Rogers to provide meaningful value to students through career development and professional engagement.
Explore opportunities including: Resume workshops, Mock interviews, Career panels, Classroom presentations, Student organization engagement, Virtual events, Program-specific recruiting activities.
Maintain accurate records of strategic school relationships and engagement activity.
Develop and maintain an annual campus engagement strategy and calendar.
Evaluate career fairs and other events based on workforce needs, target populations, cost, and expected return.
Recommend which events Rogers should attend, which should be discontinued, and where alternative engagement strategies may be more effective.
Coordinate appropriate Rogers representatives for selected events.
Partner with recruiters, hiring leaders, and subject-matter experts to ensure students receive relevant and authentic information about careers at Rogers.
Represent Rogers at selected career fairs and campus events.
Develop strategies to capture and follow up with student leads.
Serve as a strategic resource to recruiters regarding campus talent sources and emerging talent markets.
Connect campus opportunities to specific recruitment needs.
Identify opportunities for recruiters and business leaders to engage directly with targeted student populations.
Coordinate handoff of qualified student leads to the appropriate recruiter.
Maintain awareness of organizational hiring priorities and adjust campus strategy accordingly.
Build a seamless connection between early-career talent attraction and full-time recruitment.
Track campus engagement, partnerships, student leads, applications, hires, and other relevant outcomes.
Evaluate the return on investment of career fairs, partnerships, and campus activities.
Identify high-performing schools, programs, and events.
Make recommendations based on data and outcomes.
Develop regular reporting for Talent Acquisition leadership.
Use data and feedback to continuously improve campus strategy.
Partner with the Campus & Student Programs Coordinator to identify opportunities to expand student talent pipelines.
Support strategic partnerships that can create new internship, rotation, student, and early-career opportunities.
Collaborate with internal stakeholders as medical student rotations and other student programs transition into the Talent Acquisition function.
Support strategic community partnerships and volunteer-related initiatives as assigned.
Identify opportunities to improve Campus and Talent Acquisition processes.
Apply the Rogers Operating System (ROS) model to campus and talent pipeline activities.
Monitor emerging trends in higher education, student expectations, and early-career recruitment.
Recommend new approaches that improve student engagement and talent outcomes.
Perform additional duties as assigned in order to meet business needs.