Talent Acquisition Manager
Share
Job Location:
Monthly Salary:
Posted on:
28 days ago
Vacancies:
1 Vacancy
Job Summary
Key Responsibilities
1. Strategic Planning & Data-Driven Recruitment
Develop and Execute Strategy: Translate business goals and the TA departments strategic roadmap into actionable recruiting plans.
Workforce Forecasting: Collaborate with leadership to forecast future staffing needs and proactively plan for critical skill gaps particularly in clinical and specialized healthcare roles.
Analytics and Reporting: Own the Data-Driven Recruitment pillar by tracking key performance indicators (KPIs) such as Time to Fill and Offer Acceptance Rate and using this data to continuously improve hiring effectiveness.
Finding Presentation: Strategically analyze and present to the executives the operational and financial impact of key human capital programs including salary structuring attrition forecasting poaching defense strategies and onboarding efficiency.
Budget Management: Manage the recruitment budget including vendor contracts sourcing tools and Cost-per-Hire metrics.
2. Hands-on Talent Sourcing & Pipeline Development
Direct Hiring: Serve as the strategic human capital leader for senior talent personally sourcing interviewing and closing candidates for key senior roles
Talent Pipelining: Proactively develop and maintain a strong long-term pipeline of passive candidates for future strategic needs through expert market mapping and targeted direct outreach (i.e. poaching).
Employer Branding: Lead employment branding initiatives and manage the companys presence on professional networks job boards and career sites to position as a top-tier employer.
Talent Pipelining: Proactively develop and maintain a strong long-term pipeline of passive candidates for future strategic needs through expert market mapping and targeted direct outreach (i.e. poaching).
Employer Branding: Lead employment branding initiatives and manage the companys presence on professional networks job boards and career sites to position as a top-tier employer.
3. Candidate & Hiring Manager Experience
Candidate Experience Excellence: Ensure a seamless and positive experience for all candidates from initial contact through to onboarding.
Strategic Partnerships: Act as a true business partner to hiring managers providing expert consultation on job profile development market trends compensation and
interview best practices.
Process Oversight: Oversee the full recruitment life cycle including job requisition screening interviewing and offer negotiation.
Candidate Experience Excellence: Ensure a seamless and positive experience for all candidates from initial contact through to onboarding.
Strategic Partnerships: Act as a true business partner to hiring managers providing expert consultation on job profile development market trends compensation and
interview best practices.
Process Oversight: Oversee the full recruitment life cycle including job requisition screening interviewing and offer negotiation.
4. Team Leadership & Compliance
Team Leadership: Mentor coach and guide a team of recruiters and coordinators fostering a high-performance candidate-friendly culture.
Technology Optimization: Maximize the use and functionality of the Applicant Tracking System (ATS) and other recruitment technologies.
Compliance: Enforce all hiring practices and documentation adhere to federal state and healthcare industry-specific labor laws and regulations based on consultant recommendations.
Team Leadership: Mentor coach and guide a team of recruiters and coordinators fostering a high-performance candidate-friendly culture.
Technology Optimization: Maximize the use and functionality of the Applicant Tracking System (ATS) and other recruitment technologies.
Compliance: Enforce all hiring practices and documentation adhere to federal state and healthcare industry-specific labor laws and regulations based on consultant recommendations.
Key Skills
- Illustration
- Defence
- HVAC
- AJAX
- Drafting
- Customer Development
