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Director, Talent Acquisition
at Pediatric Associates
Director, Talent Acquisition FEATURED
PRIMARY FUNCTION: The Director of Talent Acquisition manages, and provides strategic direction to the organizations Talent Acquisition Department. The Talent Acquisition department is accountable for delivering high-quality professional healthcare candidates to support all Physician, Clinical, Non-Clinical and Professional Recruitment talent needs for Pediatric Associates. The Director is Responsible for developing, implementing and evaluating recruiting strategies and workforce planning to meet the current and future staffing needs of the organization. The leader will be conversant in best practices for hiring process design, recruiting tools/resources, sourcing techniques, employer brand development and leveraging data to adjust recruiting and talent acquisition strategies. Ensures efficient and effective applicant and onboarding systems and processes and effectively manages department staff and resources.
Provides leadership, strategic vision and direction to the clinical and non-clinical recruitment team in order to meet the organization’s staffing needs and growth initiatives.
REPORTS TO: Chief Human Resources Officer.
SUPERVISORY RESPONSIBILITIES: Manages Provider, Clinician and Non-Clinical, Professional Recruitment staff and matrix manages additional staff on key projects and initiatives.
ESSENTIAL FUNCTIONS OF THE JOB: (This list may not include all of the duties that may be assigned.)
- Sourcing & Selection: Develop and implement sourcing and selection strategies that support a highly qualified and diverse clinical staff of physicians and advanced practice providers. Develop cost effective tools, systems, programs and relationships that provide a positive ROI and align to support organizational goals. Partner’s with Marketing staff, Human Resources, the Clinical Advisory Committee and other stakeholders to collaborate and effectively implement targeted outreach and recruiting strategies.
- Build a Team: Build and develop an outstanding team of recruitment professionals that are viewed as experts in sourcing and selection by both internal stakeholders and clinicians. Implement a results-oriented/pay for performance culture through effective leadership, communication, coaching and change management.
- Planning: Work with clinical management stakeholders to design, execute and monitor clinical staffing plans based on market data, financial, and competitive analysis. Work with senior management to successfully support growth goals with appropriate staffing coverage. Partner and act as a key stakeholder and leader in planning around provider compensation, benefits and overall value proposition.
- Customer Experience: Develop, measure, and continuously maintain a superior customer experience for candidates and hiring management from initial candidate contact and through effective onboarding. Implement systems and programs to measure all phases of the customer experience.
- Onboarding: Design and implement a holistic onboarding experience that reflects positively on the Company, and meets the needs of clinicians and stakeholders across the organization.
- Measurement: Develop and implement best in class KPI’s and systems to track, monitor, and report metrics and results to internal stakeholders that support the effective operation of clinical department programs. Drive enhanced metrics and reporting that provide leading indicators, reflect measurable results and actionable deliverables. Review, analyze and communicate market data to executive leadership to help support the organization’s growth initiatives.
- Department Management: Effectively manage department resources and budgets, implementing productivity enhancing and cost control initiatives. Provide progressive leadership and change management for clinical recruitment staff. Create a culture that maximizes the talents and skill set of department. Define and enforce departmental policies and procedures which support the Company’s goals and mission, and ensure compliance with Company policies, federal and state regulations, and legal requirements
TYPICAL WORKING CONDITIONS: Working in a professional office environment. Regular travel to other Pediatric Associate offices may be required.
- Develops and executes continuously evolving strategies to source and select high quality talent in a highly competitive environment.
- Develops and meets the staffing goals of the organization.
- Maintains high levels of satisfaction with both the clinician and management experience.
- Develops effective processes, systems, strategies, KPI’s and goals to optimize satisfaction of the recruitment lifecycle, and department operations.
- Is viewed as a subject matter expert to senior management and peers in the development and execution of plans and programs related to recruitment and staffing.
- Builds a high quality, professional and engaged team to represent Pediatric Associates to candidates.
- Champion’s performance management for functions, programs, projects, and staff through effective goal setting, monitoring and reporting at all levels.
TYPICAL WORKING CONDITIONS: Working in a professional office environment. The position involves high & frequent call volumes. Environment requires ability to multi-task, communicate clearly & concise, data entry for extended period of times. May require sitting or standing for long periods, including stooping, bending & stretching for files and supplies. Requires, occasional lifting of files and boxes weighing up to 50 pounds. Requires manual dexterity sufficient to operate a keyboard, type at 35 wpm, operate calculator, copier, and such other office equipment as necessary.
- A minimum of 10 years of progressive and relevant healthcare staffing experience, including 5+ years managing staff.
- Demonstrated experience and knowledge in a primary care setting in the areas of recruitment, marketing and/or public relations.
- Experience implementing high quality and effective systems and programs that optimize provider recruitment.
Education: Bachelor’s degree in marketing, public relations, communications, business or healthcare.
Licensure/Certification: PHR/SPHR desirable
Preferred: Master’s degree.
Knowledge, Skills & Abilities:
- A strategic mindset with the proven ability to influence and lead teams in an environment of competing interests and limited resources.
- First-hand knowledge of effective market leading outreach programs and strategies that support the acquisition of talented clinicians.
- Direct knowledge and experience implementing and optimizing technology (ATS) and systems in support of talent acquisition strategies.
- Exceptional leadership skills with the ability to develop communicate and execute on a department vision, and an effective provider value proposition.
- Ability to work in a fast-paced environment, and anticipate the needs of a changing landscape
- Experience and proven success with change management and communication strategies.
- Knowledge of the M&A process and ability to work within an organization with both organic and inorganic growth as a key growth strategy
- Strong business acumen and experience working in a high growth, fast-paced, multi-product environment. Ability to translate business strategy into functional/operational plans and apply knowledge to the critical components of the function required
- Expert problem-solving skills and the ability to work collaboratively with others to resolve complex issues with innovative solutions