Chro Jobs

About The Position

Requirements

• Bachelor's Degree and/or relevant Human Resources experience required.
• Minimum of 4 to 5 years’ talent acquisition experience required, full-life cycle experience strongly preferred.
• Minimum of 2 years’ healthcare-related talent acquisition experience required.
• Strong interpersonal and communication skills, with the ability to build rapport across diverse teams.
• Exceptional problem-solving and conflict-resolution abilities.
• Ability to handle sensitive and confidential matters with professionalism and discretion.
• Proficiency in Microsoft Office Suite.
• The ability to work in a fast-paced environment.

Responsibilities

• Develop and implement innovative, mission-driven recruitment strategies to attract high-quality candidates for both clinical and non-clinical roles.
• Manage the full-cycle recruitment process, including workforce planning consultations, sourcing, screening, interviewing, offer negotiation, pre-employment compliance, and onboarding coordination.
• Build and maintain strategic partnerships with local schools, universities, residency programs, and professional associations to strengthen clinical pipelines and community-based hiring initiatives.
• Partner closely with hiring managers and department leaders to understand staffing models, productivity expectations, grant-funded roles, and patient care needs to ensure alignment with operational and organizational goals.
• Monitor recruitment metrics (time-to-fill, source effectiveness, candidate experience, retention trends) and provide data-informed recommendations to leadership.
• Coordinate and support a seamless onboarding experience in collaboration with the HR Onboarding Coordinator and HR Compliance Coordinator, ensuring new hires complete credentialing, compliance training, system access, and orientation.
• Partner with HR Business Partners and department leadership to facilitate structured offboarding processes, including exit interviews, compliance documentation, and transition planning.
• Analyze exit data to identify retention risks and workforce trends, providing actionable feedback to leadership.
• Maintain accurate documentation and employee records in alignment with regulatory requirements for healthcare organizations, including licensure and credential tracking where applicable.
• Support implementation, optimization, and ongoing maintenance of HRIS, applicant tracking systems, and onboarding platforms to improve efficiency and reporting capabilities.
• Analyze workforce trends including turnover, retention, vacancy rates, and clinical staffing capacity to inform proactive workforce planning and long-term talent strategy.
• Support succession planning efforts for key clinical and operational leadership roles to ensure organizational sustainability and continuity of care.
• Collaborate with executive leadership to align talent initiatives with NeighborHealth’s strategic plan, growth initiatives, and community health objectives.
• Utilize data-driven insights to enhance employee engagement, improve retention, and strengthen overall workforce effectiveness.
• Contribute to organizational design discussions, change management initiatives, and process improvements that improve team effectiveness and employee experience.
• Develop and configure competitive and equitable offer packages based on years of experience, internal equity, grade structures, and relevant market benchmarks.
• Partner with HR Business Partners, CHRO, and Finance to ensure compensation practices align with budgetary guidelines and organizational pay structures.
• Promote and model a workplace culture aligned with NeighborHealth’s mission and commitment to high-quality patient care.
• Support initiatives that enhance employee engagement, wellness, recognition, and team collaboration across clinical and non-clinical departments.
• Participate in and contribute to HR Corner and other internal communication platforms to reinforce organizational priorities and transparency.
• Partner with leadership to address employee relations matters proactively, reinforcing accountability, professionalism, and respect that impact Talent Acquisition with the appropriate HR Business Partner.
• Duties, responsibilities, and activities may change at any time with or without notice.

Benefits

• Medical & Dental Coverage
• Life and Disability Insurance
• Privileges at Boston Medical Center for Providers
• 401(K) Retirement Plan
• Educational Assistance
• Flexible Spending & Transportation Accounts
• Paid Holidays, Vacations, Sick and Personal Time
• A Generous Staff Development Benefit
• Excellent Malpractice Coverage
• A Designated Medical Staff Office for Physician Support
• Free Parking