Manager, Talent Acquisition, Physician Recruiting

In addition to the responsibilities listed below, this manager level position is responsible for managing a team of recruiters working directly with physician leaders and specialty chairs, leading the development and delivery of high-touch physician recruitment strategies. This involves assessing and understanding the complexity of the physician search process and the unique needs of individual medical centers, hospitals, and geographic areas. This also includes managing the development of marketing materials, consulting on candidate interview strategies, and leading or supervising presentations to chief groups on a regular basis with performance updates.

Additionally, this position is responsible for partnering with other leaders on extensive outreach regionally and/or nationally to medical schools, physician associations, and at professional conferences. This involves collaborating with management and third-party stakeholders to host events with physician leader and candidate groups, including meet and greets, dinners, community town halls, etc.

• Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; training and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst team members; executing performance management guidelines and expectations; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.
• Manages designated work unit by translating business plans into tactical action items; ensuring all policies and procedures are followed; delegating tasks to meet goals and objectives; overseeing the completion of work assignments; aligning team efforts; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; removing obstacles that impact performance; and guiding performance and developing contingency plans accordingly.
• Ensures a diverse candidate pool and development of a wide candidate pipeline for multiple business units by defining organizational sourcing strategies; building and maintaining relationships with external vendors (e.g. job boards, external search) to ensure adequate sourcing and candidate identification; reviewing candidate flow statistics; and recommending strategies for optimal sourcing to hiring managers and recruiters.
• Manages candidate screening and selection for complex positions across multiple service lines or regions by defining processes for determining applicant requirements; determining candidate interviewing and qualification strategies (e.g. behavioral based interviewing, assessment); defining strategies to identify minimum and preferred qualifications requirements to categorize applicants and narrow the candidate pool; and coordinating management interviews.
• Manages the reporting of Company recruiting and hiring information by reviewing and distributing reports and analyses; designing and implementing new reports; gaining buy-in from stakeholders; and ensuring reporting requirements are met.
• Manages complex recruiting activities by ensuring team members provide specialized consultation on recruiting and hiring issues; conducting and reviewing research and providing advice and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated recruiting issues; advising employees and management regarding recruiting policies, procedures, and documentation; providing advice regarding recruiting issues to leadership; managing the research, identification, and analysis of recruiting concerns; managing problem resolution; and reviewing recruiting data and process audits.
• Develops, aligns, and implements short-term and long-term talent acquisition strategies in partnership with cross-functional leaders (e.g., HRBPs, TA Strategy & Design, Succession Planning, Diversity, etc.) by collaborating with key stakeholders to create action plans, set direction, and establish goals; implementing process improvement plans related to recruitment systems, policies and processes, and performance; consulting and communicating with senior leaders regarding talent acquisition strategies, short/long term objectives, and alignment with organizational goals and initiatives; ensures service level agreements lead to the delivery of high quality and cost-effective talent acquisition services; developing, analyzing and reporting on success against workforce and recruitment/hiring metrics; and collaborating with HR Leaders to evaluate the effectiveness of recruitment services, including establishment of performance metrics and measurement of client satisfaction.