Talent Acquisition Manager (ClinicalHealthcare)

SCOPE OF ROLE:

At Services for the Underserved (S:US) our Talent Acquisition team sits at the heart of our mission because the right people in the right roles change lives. As a member of the Support Services function the Human Resources department exists to resource support and empower every program across the organization holding fast to the belief that a great employee experience starts from day one.

We are looking for a dedicated people-first Talent Acquisition Manager to execute full-cycle recruiting efforts across our programs and contribute to the talent strategies that fuel our this role you wont just fill seats youll build pipelines support your teams development and serve as a reliable partner to program leaders navigating complex staffing needs. The TA Manager will supervise a small team of two recruiters and a recruiting coordinator implement sourcing strategies developed in partnership with the Director of Talent Acquisition and ensure that every candidate interaction reflects the values and culture of S:US.

This is a role for an individual who thrives in a high-volume environment leads with empathy and understands that recruiting for mission-driven work requires both urgency and intention.

This is a hybrid position based out of our Midtown Manhattan office.

ESSENTIAL DUTIES & RESPONSIBILITIES:

Partnership

• Collaborate with the Director of Talent Acquisition HR colleagues and business partners to implement and contribute to recruitment strategies that support organizational hiring goals bringing innovative ideas and fresh approaches to existing frameworks.
• Execute recruitment strategies across assigned programs with a continuous improvement mindset regularly assessing what is working identifying gaps and bringing forward data-informed observations and suggestions to the Director of Talent Acquisition.
• Build and maintain strong relationships with hiring managers through routine check-ins providing transparent updates on pipeline activity recruitment progress and any challenges that may impact staffing outcomes.
• Coordinate sourcing partnerships with college representatives professional organizations and community agencies managing logistics for open houses career fairs campus interviews and community days to diversify and strengthen the candidate pipeline.
• Partner with hiring managers to support and grow the organizations internship program connecting emerging talent to meaningful experiences at S:US

Supervisory & Team Leadership

• Directly supervise and support a team of recruiters and recruiting coordinators providing ongoing coaching performance feedback and professional development.
• Set clear expectations and goals for direct reports; conduct regular one-on-ones and performance check-ins to ensure accountability and growth.
• Reinforce the standards and culture set by the Director of Talent Acquisition modeling S:US values and fostering a team environment rooted in equity collaboration and continuous improvement.
• Serve as a first-line escalation point for complex or sensitive recruiting matters guiding team members toward effective resolution and looping in the Director as needed.
• Support the Director of Talent Acquisition in aligning team priorities with organizational staffing goals and workforce planning initiatives.

High Volume Recruiting

• Perform high-volume full-cycle recruitment including sourcing screening interviewing processing background checks and extending and negotiating employment offers.
• Carry a requisition load within Behavioral Health programs including Supportive Housing and Treatment Services with familiarity of the clinical and compliance requirements unique to these divisions.
• Visit program locations to meet with managers and staff to better understand program-specific staffing needs and recruiting challenges.
• Provide information on agency services benefit plans and job opportunities to applicants.
• Screen and refer qualified applicants to hiring managers or other recruiters by matching education experience and salary requirements with specific job requirements.
• Coordinate confirm and review necessary new hire onboarding documents with candidates and the recruitment team.
• Resolve escalated issues with fingerprints and background check results through Justice Center OPWDD and third-party background checks etc.
• Remain current with OPWDD/Justice Center regulations by participating in compliance training.
• Ensure that all applicants are tracked and released from The Justice Center database when not hired or terminated.
• Provide reporting support including vacancy statistics monthly employment activity records correspondence record-keeping file maintenance and other HR data management as directed

Employer Brand & Advertising Strategy

• Support the execution of S:USs employer branding strategy ensuring job postings and outreach materials consistently reflect the organizations mission culture and values across all platforms.
• Direct the development and placement of compelling job advertisements across multiple channels including Indeed LinkedIn employment agencies colleges and universities newspapers professional associations and the internet ensuring messaging reflects the mission culture and values of S:US.
• Build and manage community outreach partnerships organizing ongoing virtual and in-person job fairs that expand S:USs talent reach across diverse candidate pools.
• Analyze and report on the effectiveness of advertising and sourcing strategies; use data to make informed decisions about channel investment and diversification.
• Encourage employees and managers to serve as brand ambassadors supporting referral program activity and organic network growth.
• Support the coordination and administration of the employee referral program.
  
  

Candidate Experience

• Champion an exceptional candidate experience from first point of contact through offer acceptance ensuring every interaction is timely respectful and reflective of S:USs values.
• Establish and maintain clear communication standards across the recruiting team to ensure candidates are informed engaged and never left without a status update.
• Ensure that all candidates regardless of outcome leave the process with a positive impression of S:US as an organization that leads with dignity and care.

Metrics Reporting & Project Support

• Ensure the team is consistently working toward established targets and metrics and regularly reporting progress trends and areas for improvement.
• Use data to identify trends surface gaps and make proactive recommendations that improve team performance and hiring outcomes.
• Ensure the recruiting team is aligned to project timelines and organizational priorities proactively flagging risks or delays before they impact deliverables.
• Hold direct reports accountable to project milestones and deadlines providing guidance and support to keep work on track and at a high standard.
• Partner with the Director of Talent Acquisition to implement and uphold SOPs and process documentation that drive consistency and operational efficiency across the recruiting team.

KEY PERFORMANCE STANDARDS

• Team Leadership & Development Support and develop a team of two recruiters and a recruiting coordinator through consistent coaching feedback and guidance. Help direct reports build their skills stay accountable to expectations and perform at a high level. Recognize individual strengths address performance gaps in a timely and constructive manner and reinforce the standards and culture.
• Communication Articulate clearly confidently and with purpose across all levels of the organization from direct reports and hiring managers to senior program leaders. Translate organizational priorities into actionable direction for the team facilitate productive conversations that surface solutions and navigate differing perspectives with professionalism and respect. Written and verbal communication should consistently reflect clarity accountability and the values of S:US.
• Interviewing & Assessment - Demonstrate strong interviewing judgment and ensure the team is equipped to conduct structured equitable and effective interviews across all levels and program areas. Serve as a resource for best practices in candidate assessment guide hiring managers through the interview process and uphold consistency and fairness at every stage of evaluation.
• Stakeholder Management Build and sustain trusted relationships with hiring managers program directors HR colleagues and external partners. Anticipate stakeholder needs proactively communicate pipeline status and recruitment updates and position the TA team as a reliable solutions-oriented partner. Navigate competing priorities with diplomacy and a service-first mindset.
• Problem Solving - Approach challenges with a solutions-oriented mindset drawing on available data team input and sound judgment to drive timely decisions. Identify patterns in recruiting obstacles escalate appropriately and follow through until issues are resolved. Remain adaptable in a fast-paced high-volume environment and model resilience for the team.
• Customer Service Exhibit a kind and professional demeanor with internal and external customers and employees. Listen anticipate employee needs and go beyond basic service expectations in a timely and helpful manner. Explore alternative solutions when unable to deliver the desired request or service. Listen to the employees and managers point of views and seek ways to improve delivery of services. Emphasize a team approach to providing great customer service.
• Accountability & Results Take ownership of team performance and recruiting outcomes holding direct reports to established metrics and standards while providing the support needed to meet them. Consistently follow through on commitments meet deadlines and proactively communicate when timelines or deliverables are at risk. Drive a culture where results matter and effort alone is not the measure of success.
• Compliance - Serve as the teams subject matter expert on all regulatory requirements governing the hiring process including OPWDD OASAS OMH SEL and DHS. Ensure team-wide adherence to compliance standards lead ongoing training efforts and proactively monitor for regulatory changes that may impact recruiting operations.

REQUIRED EDUCATION AND EXPERIENCE

Bachelors degree in Human Resources or a related field or equivalent relevant experience.
Minimum of 5 years of full-cycle talent acquisition experience with at least 2 years in a supervisory or team lead capacity.
Experience recruiting in a clinical healthcare human services or nonprofit environment strongly preferred.
Considerable knowledge and skill in interviewing techniques and the principles and practices of recruitment and selection.
Proficiency with Applicant Tracking Systems; experience with iCIMS strongly preferred.

PREFERRED SKILLS
Experience recruiting for Behavioral Health programs including familiarity with clinical licensing requirements and regulatory considerations
Comfort working with recruiting data and reporting; ability to read and communicate metrics clearly to inform decision-making.
Familiarity with project tracking and organizational tools to support deadline management and team accountability.
Prior experience in a high-volume mission-driven environment where urgency and candidate care must be balanced.

S:US IS AN EQUAL OPPORTUNITY EMPLOYER

Join a team of employees who care about the wellbeing of others. We believe in fostering a culture built on our core values: respect integrity support maximizing individualpotentialand continuous quality improvement.From health and wellness resources to generous PTO professional development and more explore all that we offer on ourBenefits Pageand see how S:US invests in you.

We believe in fostering a culture built on our core values: respect integrity support maximizing individualpotentialand continuous quality improvement.

All qualified applicants will receive consideration for employment without regard to race color religion disability age sexual orientation national origin veteran status or genetic information and including all other statuses protected by Federal State and Local laws. S:US is committed to providing access equalopportunityand reasonable accommodation for individuals with disabilities in employment its services programs and activities including allowance of the useofservicesanimals. To request reasonable accommodation or if you believe such a request was improperly handled or denied contact theLeave Teamat.