Develop, manage, and monitor the talent acquisition process for medical professionals through the Talent Acquisition Team. Provide leadership and support to the team by developing new strategies and processes to enhance overall effectiveness. Engage and collaborate closely with the recruiters to manage sourcing, interviewing, and employment processes, including negotiations, retention, and delivering high-level customer service throughout the recruitment lifecycle.
The Talent Acquisition Manager will be responsible for talent acquisition strategy, team management, and recruitment activities including but not limited to:
• Lead the talent acquisition process and manager to design, develop and measure best practices in sourcing, recruiting and hiring talent. Experienced in and/or familiar with recruiting strategies and talent sourcing utilizing best practices methods and social media.
• Leads the Talent Acquisition function including a team of professional recruiters to deliver diverse candidate pipelines for various roles such as executives, professionals, and individual contributors in a variety of roles across our diverse business portfolio.
• Manages Talent Acquisition team and with key performance indicators (KPIs) to optimize the Talent Acquisition’s performance, tracking metrics such as time-to-fill, time-to-present, candidate quality, offer acceptance rates, hiring manager satisfaction, new hire satisfaction, and candidate experience scores.
• Manages a diverse portfolio of roles and oversees the full recruitment life cycle for corporate functions, market research, intake sessions, recruitment strategy (job posting & sourcing), candidate screening and interviews, calibration sessions, and offer negotiation/extension
• Engage and Recruit talent for high level positions including Director and Vice President level roles
• Implementing and optimizing current recruiting procedures, focusing on methods, job application management, and overall processes.
• Communicating pertinent deadlines or 'at risk' areas with management promptly.
• Identifying and implementing innovative sourcing methods, including collaboration with the Marketing Team to utilize new social media recruiting strategies and Boolean searches as needed.
• Understanding the company and business, recommending ways to enhance our overall employer brand.
• Overseeing training, research, and development initiatives for the Talent Acquisition team.
• Ensuring the effective completion of assigned recruiting functions.
• Maintaining accurate and timely recruitment records, files, and paperwork.
• Negotiate offers, including review of salary expectation with candidates, offer letter generation and approvals and ultimately extension of formal offer.
• Developing reports within Salesforce and other ATS/HRIS systems to track recruitment progress.
• Fostering effective working relationships with Talent Acquisition team members, company associates, and management.
• Acts as an independent problem solver who applies forward-thinking approaches to resolve challenges and provide strategic recruitment solutions.
EDUCATION AND EXPERIENCE REQUIREMENTS
• Education:
• Bachelor’s degree
• Experience:
• Minimum of 1+ years in recruitment management or a related field.
• Minimum of 3+ years of experience in recruiting or related roles.
• Experience with Applicant Tracking Systems, required (Salesforce and Workday experience, preferred).
• Experience recruiting Director level roles and above required, (experience working with Government Contractors, preferred).
Loyal Source is an Orlando-based workforce solutions provider dedicated to delivering elite services worldwide. With a focus on government healthcare, technical and support services, engineering, and travel healthcare, Loyal Source provides exceptional custom solutions to both private enterprises and government agencies. Loyal Source is a military-friendly employer and proud partner of the Military Spouse Employment Partnership program.
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Loyal Source does not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.