Senior Talent Acquisition Partner

Job Description Summary

The Senior Talent Acquisition Partner supports and develops relationships with leadership in select areas of the organization and maximizes recruitment efforts and results for client groups. We have a stellar, highly engaged Recruitment team that has delivered excellent results. The ideal candidate will possess outstanding sourcing and pipeline management skills, superlative communication and organizational skills, and the ability to build relationships and establish credibility with both leaders and candidates. You must be self-motivated, tech-savvy, competitive, and driven to succeed in order to be successful in this environment. Proficient in all of the typical recruitment tools, and a basic ability to use Excel to present data in a logical fashion is required. Prior experience with Workday is helpful, but not required.

The Senior TA Partner carries a partial requisition load in order to lead efforts in one of the following categories:

1. Social Media/ Branding/ Communications
2. Project Management
3. Process Improvement
4. Training and Development

The Senior TA Partner must be an expert sourcer and serve as a resource to the team. Some onsite presence is required. Must be within driving distance of Weymouth. Salary DOE: Expected Range 98K-125K

Job Description

ESSENTIAL FUNCTIONS

1. Recruitment: Sets recruitment strategy and establishes ongoing proactive recruitment plans independently in a timely fashion. In accordance with HR policy, ensures recruitment needs are met by the timely interviewing and filling of positions with qualified internal and external candidates who possess the strategic skills and competencies needed to contribute to South Shore Health's success. This will be accomplished by:
1. Creative, proactive sourcing and recruitment of qualified applicants inclusive but not limited to web-based applicant tools, job fairs, Open Houses, community agencies, specialty trade organizations, educational institutions, networking, group associations, etc.
2. Understanding and maximizing technological capabilities which will improve the timeliness of the recruitment and hiring process and improve the record keeping of employee files.
3. Developing/nurturing expert knowledge of business and specific unit functions, HR policies/practices, applicable legal and technical issues, and specific market-driven issues.
4. Ongoing timely and effective two-way communication with customers (managers, applicants, colleagues, etc.)
5. Prioritizing and filling on a timely basis open positions with line managers.
6. Developing proactively pools of applicants for specialized, “hard to fill” positions.
7. Continuing to demonstrate value of partnership with line manager and possessing knowledge of daily operations of areas assigned and its impact on HR.
8. Knowledge of Position Control/budget process and can assist manager if necessary.
2. Recruitment/ Documentation:
1. Interview Comment Sheet: Reviewed for appropriateness and obtained on a timely basis. Any questions/concerns with the content of the comment sheet and/or receipt of one are discussed with the department manager. Continued problems are reviewed with the Director.
2. Reference Checking: Reference questions are tailored to particulars of the job and are initiated within one (1) day of when the hiring manager indicates interest in hiring the candidate. At least two (2) professional references are obtained on the candidate of choice, and questionable references are discussed and reviewed with the Director when necessary.
3. Employment Offer: Offers to candidates with references are made within one (1) day of being notified by the manager to make an offer. No employment offer should take longer than three (3) days from when the manager indicated interest in hiring. On rare occasions, if the liaison is having difficulty obtaining information, a two (2) day extension can be utilized to obtain or return follow-up calls and needed information and/or complete written reference information.
4. Verbal Instructions: At the time of verbal job offer, the liaison instructs the newly hired employee as to the process to obtain tentative clear-in, physical orientation and training dates. Assists candidate with clear-in process if necessary. Prior to hire, confirms that all dates and requirements for pre-employment activity have been met.
5. Hire/Confirmation Document: Prepares specific details of offer letter and forwards to assigned HR assistant to include benefits/enrollment information, orientation information, and specific dates as needed in a timely fashion.
6. Skills/Certification Verification: Obtains required skills and certifications necessary from newly hired applicants to fulfill the role. Serves as a resource for managers and/or staff for the skills/certification database by handling and/or troubleshooting inquiries regarding missing, editing, or adding information.
7. Rejection letters: Internal candidates that interviewed and were not selected for positions are notified verbally and/or in writing within one to two (1-2) business days of the offer being extended. When possible, verbal calls should be extended to internal and external candidates followed by a written letter to confirm the conversation. External candidates are notified of rejection within three to five (3-5) business days.
3. Recruitment/ Compliance: Upholds/imparts compliance regulations and is responsible for assuring federal, state, and Hospital policy compliance for all Human Resources related areas including JCAHO, DPH, OIG, CORI background checks, and other MA and/or national license and certification requirements.
1. When regulatory agency visits the hospital, the liaison is an integral member of the audit process and readily participates in employee folder audits.
2. Is self-motivated and directed in reviewing, researching, and obtaining audit material.
3. Seeks out and is resourceful in finding out information needed for compliance or in response to questions.
4. Is an expert on technological resources available to provide information requested in a moment's notice.
5. In compliance with HR Policy, prior to the start date of employees and/or contractors, HR liaisons obtain, monitor, and/or review all hiring information for new hires and/or contractors: i.e., CORI background checks (HCD), pre-employment screening, OIG, license/certifications, etc.
4. Education/ Knowledge: Educates staff/leaders on Hiring Process & Recruitment trends. Imparts and shares knowledge on the hospital industry with the community, students, etc. as evidenced by:
1. Actively participates in the development and preparation of classroom presentations: How To Conduct An Effective Interview, Peer and Behavioral Interview Training, and Leadership Behavioral Interview Workshop.
2. Is an active participant in the Weymouth High School Program and surrounding high school communities in the development and/or education of healthcare careers.
3. Partners & engages with hospital and high school leaders to coordinate healthcare programs that will educate and secure a workforce for the future.
4. Functions as a resource for Hiring Manager, Job Requisition, and Applicant Tracking Portal. Assists and trains new managers in navigating through the Position Manager system.
5. Interacts effectively with the employment team and participates with ideas and suggestions to improve presentation.
6. Is creative and open-minded in the development of classroom material.
7. Voluntarily signs up to teach material & works collaboratively with team members to assume responsibility for all facets of presentation: i.e.: computer, handouts, sign-up sheets, certifications, etc.
8. When presenting to an audience, is engaging, knowledgeable, and encourages participation. Instills confidence and knowledge in the material presented.
5. Working Relationships / Service: Maintains positive workplace relationships with HR colleagues, leadership, and employees of SSH.
1. Provides daily guidance and advice to managers/leaders in departments on a variety of HR issues/projects.
2. Works as a business partner with managers in departments and attends staff meetings when invited.
3. Works well with colleagues in the HR Employment group and HR Department. Offers to help out when needed.
4. Works well within employment teams and helps team liaisons and/or fills in as necessary.
5. Makes him/herself available to staff when they visit HR with questions. If not possible to act as a resource right away, then follows up within one day of request.
6. Current Working Knowledge: Keeps up-to-date on SSH HR and industry trends.
1. Attends conferences as approved by Employment Manager, networks with specialized search firms, visits schools, and expands knowledge to proactively source and prepare for the future workforce.
2. Enrolls in cost-effective Webinar presentations to encourage up-to-date working knowledge.
3. Keeps abreast of any changes and/or updates in Labor Law.
4. Knowledgeable and up-to-date on HR policies and procedures.
7. Compensation: Creates, extends and/or monitors hiring/transferring salary determinations.
1. New hire salaries are calculated based on experience and SSH&EC hiring guidelines. Equity within the department and within SSH is reviewed to ensure consistent hiring practice. If equity/recruitment issues exist, recommendations for out-of-policy new hire salaries are proactively reviewed with Compensation Specialist and Recruitment Manager.
2. Candidates' salary requirements are received during interviews, and salary work-ups begin when a strong candidate is evident, allowing offers to be made within one (1) business day of Manager's request.
3. Transfer salaries are calculated within SSH&EC guidelines, preserving internal equity. Recommendations for salaries outside of these guidelines are always reviewed with Compensation Specialist and department manager.
4. Recommendations and equity issues are thoroughly researched and thought out in conjunction with the Compensation Specialist.
5. Documentation of salaries, equity issues researched, etc., are kept on file and easily accessible by the Compensation Specialist.
8. New Manager & Employee Orientation:
1. Trains newly hired managers on the Position Manager tool. Troubleshoots questions on logins, passwords, and assists managers if help is needed on creating new requisitions. Provides ongoing assistance to managers as they navigate through the steps of the Position Manager tool.
2. Ensures attendance at new employee orientation and promotes participation in HR leadership training.
3. Monitors employees who have not attended required HR orientation and/or HR education. Notifies Manager and/or Director of employees failing to attend.
4. After a leader has attended the general HR leadership training for new leaders, the assigned HR Liaison will follow up with the new leader to discuss any active HR issues specific to their areas, discuss past and current Human Resources practices, and learn/or educate the manager on how the HR liaison/manager partnership has worked in the past and collaboration for the future.
9. Quality/ Creativity: Regularly evaluates the quality of services provided and recommends changes to Employment Manager when appropriate.
1. Regularly audits systems and recommends system changes to the department manager.
2. Handles complaints in a service excellence manner regarding daily operations and makes recommendations to the department manager to improve operations.
3. Provides out-of-the-box ideas and suggestions to keep recruitment activity current and creative in all its practices.
4. Is a proactive thinker and finds ways to improve HR processes when deemed necessary.
10. HR Goals & Objectives:
1. Assists the department manager, HR Director, and Vice President in developing goals and objectives for the Department when required.
2. Participates in HR meetings and projects.
11. Policies and Procedures: Follows all organization and department or unit policies and procedures. Consistently advises employees and managers on proper HR policies and procedures. Assists the Director of HR in revising HR policies and procedures to reflect current legislation, practices, etc., and creating new policies where appropriate.
1. Gives appropriate interpretations of policies and procedures as evidenced by feedback from employees/managers.
2. Makes recommendations for changes to policies when problems are consistent or legislature changes.
3. Consistently applies all HR department policies and procedures.
12. Finance: Is responsible for the fiscal health of the department; assures proper utilization of the organization’s financial resources.
1. Effectively utilizes resources within established budget; notifies manager of all variances anticipated, or occurred, to maintain department services.
2. Adheres to procedures regarding acquisition of, and payment for, goods and services, as evidenced by appropriate and timely processing requisitions and invoices.
3. Recommends ways to reduce expenditures and/or enhance revenues without compromising quality of services.
13. Communication: Effectively communicates departmental, organization, and industry information to staff.
1. Attends organization’s informational meetings, as evidenced by attendance sheets.
2. Gathers, interprets, and delivers information to staff in a timely fashion.
3. Assures staff understands information as evidenced by staff compliance with, and participation in, hospital programs, seminars, training, and related activities.
4. Uses hospital communications resources to inform internal and external audiences of departmental news/achievements/policies.
14. Safety Awareness: Fosters a “Culture of Safety” through personal ownership and commitment to a safe environment.
1. Understands individual roles/responsibilities during emergency situations (ex., fire drill, electrical blackout, etc.).
2. Utilizes proper body mechanics when performing all aspects of the job.
3. Operates office equipment safely.
4. Maintains a neat, organized work environment.
5. Participates in all drills, disaster codes as deemed necessary.
15. Technology: Embraces technological solutions to work processes and practices.
1. Demonstrates proficiency and competency in internal and external technology.
2. Utilizes and is proficient with department-specific software/systems as assigned.
3. Demonstrates proficiency and utilization of the Microsoft suite of office products including Word, Excel, and PowerPoint.
4. Utilizes information systems, telecommunication services, and office machines as instructed, including phones, email, paging systems, fax machines, and copiers.
5. Independently learns and educates him/herself on any new technological advances made in HR. Will ask for help if needed so he/she can become an expert in new technology.

JOB REQUIREMENTS

Minimum Education - Preferred

Bachelors Degree in Human Resources or related field, or equivalent experience.

Minimum Work Experience

At least five years demonstrated success in acute care nurse recruitment or other highly competitive climate.

Required additional Knowledge, and Abilities

Proven project management, independent thinking, and training skills required. Ability to interface/communicate effectively with all levels of staff. Demonstrates creativity, motivation, ability to think outside the box, proactive conflict resolution skills coupled with excellent interpersonal skills. Must be a role model for SSH's commitment to a culture of service excellence.