Director Talent Acquisition

Summary

Collaboration with, and under the direction of the Vice President of Talent & Culture in Human Resources, is responsible for the strategic development and execution of talent acquisition functions across the system including sourcing, hiring, and onboarding.

Talent Acquisition

Responsible for the development and execution of non-physician talent acquisition programs and functions for the system including permanent and contingent staffing;

monitoring the effectiveness of those activities; providing reporting statistics to hiring leaders; and developing, recommending, and ensuring adherence to the system's policies and procedures relating to internal and external recruitment.

MISSION, VALUES and SERVICE GOALS

• MISSION : We deliver outstanding care, inspire health, and connect with heart.
• VALUES : Trust. Respect. Integrity. Compassion.
• SERVICE GOALS : Personally connect. Keep everyone informed. Be on their team.

Plans and manages non-physician recruitment and develops and administers related policies and procedures by :

Developing strategic initiatives to coordinate, lead, and direct an effective and comprehensive talent acquisition function;

researching and documenting the effectiveness of various talent acquisition approaches and implementing changes to continually improve service delivery.

• Ensures the integration of Beacon's Diversity, Equity, and Inclusion initiatives into the system's Talent Acquisition strategy.
• Providing leadership and support to direct reports; selecting, orienting / training, developing job design and standards of performance, evaluating performance, coaching.
• Ensuring effective working relationship by Talent Acquisition team with Hiring Managers, administrative staff, department directors and system leadership.
• Ensuring System talent acquisition activities and processes are in compliance with all legal and system standards.
• Utilizes metrics and measures to consistently review, enhance, develop and evolve talent acquisition policies, procedures and standard operating procedures in consultation with the Vice President of Talent and Culture.
• Developing and maintaining weekly, monthly, quarterly and annual talent acquisition metrics and analytics; presents summary information across the system on a quarterly basis.
• Maintaining a proactive liaison relationship with appropriate schools, universities, and other applicant resources including talent acquisition related service providers.
• Developing and conducting training programs for System managers on talent acquisition-related initiatives, systems, and / or processes.
• Assisting in the preparation of the Human Resources Department budget relating to talent acquisition; ensuring costs do not exceed allocated funds.
• Ensuring that difficult-to-fill positions are supported with targeted initiatives to increase candidate volume and reduce time-to-fill metrics.

Proactively partnering with system leadership to forecast future needs in workforce planning.

• Creating collaborative partnerships across the system via rounding and attendance at select leadership and / or department meetings.
• Serving as main point of contact for resolution of escalated concerns of service delivery between talent acquisition team and hiring managers, senior, and executive leaders.
• Creating a culture of collaboration internally within the HR department.
• Continuing development of professional competence by participating in professional activities to stay abreast of development in the Human Resources and Talent Acquisition field.
• Keeping abreast of legislative changes which may affect Talent Acquisition processes and / or technology.
• Works collaboratively with corporate marketing team to partner on communication development (as needed), ensure brand alignment and integrity, and leveraging existing resources to support the efficient development of content where possible.
• Works collaboratively on workforce development efforts, including local and regional organizations and educational institutions (high school and college / university) to support the continued development of Beacon Health System's talent pipeline.
• Collaborates on the development of workforce development strategies while staying apprised of internal and external labor market information to assess talent demand and skills requirements.
• Other duties as assigned in response to a rapidly changing environment.

Performs other functions to maintain personal competence and contribute to the overall effectiveness of the department by :

• Completing other job related assignments and special projects as directed.
• Developing long and short term goals and objectives for areas of responsibility.
• Ensuring that the staff fulfills their responsibilities according to established departmental policies and procedures.
• Maintaining a positive and collaborative team culture as evidenced by measures of Associate Engagement and Managerial Effectiveness.

Beacon Health Leader Competencies :

• Drives Results - Consistently achieving results, even under tough circumstances.
• Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
• Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.
• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

ORGANIZATIONAL RESPONSIBILITIES

Associate complies with the following organizational requirements :

• Attends and participates in department meetings and is accountable for all information shared.
• Completes mandatory education, annual competencies and department specific education within established timeframes.
• Completes annual employee health requirements within established timeframes.
• Maintains license / certification, registration in good standing throughout fiscal year.
• Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position / department.
• Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.
• Adheres to regulatory agency requirements, survey process and compliance.
• Complies with established organization and department policies.
• Available to work overtime in addition to working additional or other shifts and schedules when required.

Commitment to Beacon's six-point Operating System, referred to as The Beacon Way :

• Leverage innovation everywhere.
• Cultivate human talent.
• Embrace performance improvement.
• Build greatness through accountability.
• Use information to improve and advance.
• Communicate clearly and continuously.

Education and Experience

The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a Bachelor's Degree in Human Resources Management, Business, or related field.

Five to seven years of leadership experience at a management or senior administrative level with an emphasis on Talent Acquisition and / or relevant experience within a customer-centric business environment is preferred.

Knowledge & Skills

• Requires a thorough knowledge of talent acquisition strategy, process and technology to lead a high-volume talent acquisition function.
• Requires an understanding of Applicant Tracking Systems (ATS) and talent acquisition analytics.
• Requires an understanding of digital recruiting platforms, processes, and emerging technologies to ensure Beacon is positioned as an innovative talent acquisition function.
• Requires an understanding of various communication methods (digital and traditional) and a solid understanding of communication processes, culture, and stakeholders.
• Requires strong written, verbal, presentation, and analytical skills.
• Demonstrates the interpersonal, collaboration, and communication skills (both verbal and written) necessary to build positive working relationships, and to interact effectively across all levels of the organization.
• Ability to lead a diverse team through a visible and approachable management style that is team-oriented and politically astute.

Working Conditions

Works in an office environment.

Physical Demands

• Requires the physical ability and stamina to perform the essential functions of the position.
30+ days ago