Vice President Talent Acquisition Job at Confluent Health
Overview:
The Vice President of Talent Acquisition is responsible for ensuring visibility and access to top talent in all markets through brand partnership/sourcing, developing strategic sourcing processes, practices, and capabilities for brands and local markets, serving as a talent aquisition change agent and strategic partner. It will also be expected that the VP of TA effectively partners to estabilish, operationalize, and optimize a nationwide school and campus recruiting strategy. Responsibilities:
Qualifications:
The Vice President of Talent Acquisition is responsible for ensuring visibility and access to top talent in all markets through brand partnership/sourcing, developing strategic sourcing processes, practices, and capabilities for brands and local markets, serving as a talent aquisition change agent and strategic partner. It will also be expected that the VP of TA effectively partners to estabilish, operationalize, and optimize a nationwide school and campus recruiting strategy.
- Ensure visibility and access to top talent in all markets through brand partnership/sourcing. Proactively build diverse candidate pipelines through deep network development and engagement.
Develop strategic sourcing processes, practices, and capabilities for brands and local markets and central functions – specifically targeted to critical talent segments. Build and adapt sourcing strategies through working with leadership to identify best sources of recruiting targets, develop compelling messages, and outline recruiting processes for a variety of roles. - Serve as change agent, strategic advisor, and partner to the brands/operations, HR, marketing and finance teams. Serve as the enterprise talent acquisition expert, defining and evolving progressive talent acquisition strategies, initiatives and processes that execute on top business priorities.
- Effectively partner to establish, operationalize and optimize a nationwide school and campus recruiting strategy, including graduate hires, internships, residencies, certifications, and other key elements of an early career talent pathing program.
- Establish strategies and approaches to organize national recruiting efforts at industry-wide conferences.
- Implement process & systems excellence. Evaluate the existing end-to-end process for sourcing, screening, interviewing, selecting, and improve/adapt process where appropriate. Partner with operations leadership and HR Business Partners to continuously improve the candidate experience throughout the hiring life cycle. Manage the automation of the recruiting tasks, including ATS process management solutions
- Compile, analyze, and utilize data and performance metrics to identify opportunities to improve processes and procedures and advise leaders on trends and recommended strategies. Build and maintain real time talent dashboards and metrics and establish a cadence of accountability with established key performance indicators. Regularly communicate recruiting progress against thresholds and benchmarks.
- Effectively lead and manage the work of the talent acquisition function. Lead a team of hardworking recruiters, and be instrumental in coaching and advising them. Optimize recruiting load management and maximize the yield from the in-house team. Employ a "Player-Coach" approach to management by participating in the team's success and demonstrating a vested interest in the development needs of each person to enhance performance and overall potential. Design and direct processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
- Proactively forecast resource needs through workforce plan and budget management. Conduct needs analysis with operations, HR and finance partners to establish an execution plan to achieve targeted specialist and high volume hiring to meet business demands and growth across the brands and markets. Provide insight about market talent pools, compensation levels, likely candidate sources, etc. by evaluating labor market data on a regular cadence with an emphasis on critical roles and alignment with the talent strategy.
- Collaborate to activate and elevate the Confluent Talent Brand and Value Proposition. In partnership with Marketing and operations, lead the design and delivery of employment branding and innovative recruiting campaign activities that produce candidate awareness of Confluent’s and brand’s recruitment branding and employment value proposition (EVP).
- Drive efficient recruiting operations and logistics. Support all recruitment related logistics including pre-screening resumes, scheduling candidates, coordinating interviews, ensuring timely offers and start dates. Ensure that team is right-sized to support the recruiting volumes and that resources are scalable (up or down) through use of third parties as appropriate.
Qualifications:
- MINIMUM JOB REQUIREMENTS: Master's degree (or equivalent knowledge) in Human Resources or other related fields.
- Minimum 10 years of progressive talent acquisition experience in high-volume, growth-oriented environments. Five-plus years in a management role, ideally in highly distributed health care delivery systems.
- Preferred experience with iCIMS and UKG, clinical position recruitment and placement, and professional/technical staffing. Knowledge of mergers and acquisitions to include due diligence and integration processes.
- Proficiency in MS Office applications. Current knowledge of enterprise-wide (ERP) based HR systems (UKG, iCIMS) and third party platforms for sourcing, posting and contact management.
- Recruiting Team Management - Experienced & highly effective manager of the recruiting function and people.
- Transformational Leadership - Adept partner with leaders and teams across various functions to evolve company-wide recruiting that supports company strategy, impact, and ability to scale.
- Function Building / Operational Mindset - Experience building a recruiting team for scale.
- Strong customer service orientation and committed to designing and delivering meaningful, inclusive candidate experiences.
- Experience with recruitment branding and employment value proposition development.
- Excellent verbal, interpersonal, and written communication skills necessary to interact with staff at all levels of the organization and candidates.
- Sense of urgency and ability to operate in a fast-paced, high-energy environment.
- Ability to navigate a network of independent organizations and manage the key interdependencies to influence and make talent program decisions.
- Strong data and analytics capabilities, establishing metrics, managing results and reporting.
- Critical thinking skills with the ability to research and analyze data drawn from multiple sources to find problems and make effective decisions.
- Resilient and able to deal with changing business requirements and challenging situations positively and productively and ability to learn quickly and apply learning.
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