DRG Professional Services Looking for Talent Acquisition Manager at New Orleans, Louisiana Full Time

DRG Professional Services is partnered with New Orleans – based, non-profit health system comprised of six hospitals and urgent care network. Ranked as 2021 Forbes Best Employer and Becker’s Hospital Review’s 150 top places to work in healthcare for 2022, join a welcoming organization committed to putting a little more heart and soul back in healthcare.

Highlights:

• Full Time, Direct Hire Position
• Comprehensive Benefits Package which includes; Health savings and flexible spending accounts, Tax advantaged 403b retirement plan with employer contributions, Tuition reimbursement, Flexible PTO Policy along with other leave benefits, including FMLA, military, bereavement, and jury duty.

Position Summary: The Talent Acquisition Manager will play a key role in overseeing a team of direct reports representing an assigned service lines (i.e. portfolio) full-cycle recruitment activities, identifying and developing talent acquisition process improvements, recruitment technology, analyzing talent acquisition insights, trends, and other tools that facilitate talent acquisition functional effectiveness.

The Talent Acquisition Manager will be responsible for managing and working within a recruiting team and internal stakeholders to drive strategies that influence candidate attraction, recruiting efficiencies, and strengthen hiring leader relationships. Fosters a collaborative team environment and a strong service-oriented culture. Ensures delivery of efficient, effective, and quality driven sourcing and recruiting services that promote a positive leader and candidate experience, while meeting the key performance indicators set forth by the Chief Talent Officer.

Essential Job Functions:

1) Operations Management – 25%

• Leads, develops and motivates a team of Talent Acquisition professionals.
• Guides and influences senior management on strategic Talent Acquisition issues across cost centers and locations.
• Serves as the key liaison of external talent solution resources and vendor management service, by ensuring System investments and relationships produce optimal benefits for the System.
• Accounts for employment branding advocacy by developing support materials to communicate the employee value proposition through the System’s recruitment marketing and digital strategy, community workforce development partnership, job descriptions, and other employment marketing initiatives.
• Partners with the Chief Talent Officer to provide consultative, strategic leadership to the Talent Acquisition team by promoting and encouraging performances that meet competency expectations of other Talent Acquisition roles.
• Facilitates team meetings and individual performance discussion with Talent Acquisition team members as assigned/required.
• Develops and provides solutions to complex talent attraction challenges across the System’s various service lines.
• Tracks and manages talent acquisition projects from inception to implementation; supporting the System’s talent attraction and retention programs that will increase TA programs process and systems’ capabilities.
• Provides updates to assigned projects, inclusive of executive summaries and achievement of project milestones.
• Engages Chief Talent Officer as necessary to assist in development of project plan and key program objectives. Provides leadership and supervisory support for direct reports
• Properly allocates resources and requests additional resources where needed to ensure the team provides excellent service to the departments they support
• Regularly provides coaching and develops team members, providing regular feedback, guidance, and recognition on job performance to employees.
• Partners with the Chief Talent Officer to strategically utilize staffing agencies and external search firms. Serve as liaison between hiring managers and staffing agencies/search firms.

2) Partnership – 15%

• Collaborates with Chief Talent Officer to develop and implement a talent acquisition strategy for assigned service lines (i.e. portfolio), ensuring that employees are capable and well-aligned with the vision and goals of the department and organization
• Supports, participates, and ensures continuity and consistency of talent acquisition strategy, company culture, recruiting activities and best-practices to meet changing business needs. Examples include special event staffing, recruiting for new business initiatives, and assisting with scaling recruiting workloads to accommodate needs of the System.
• Assists Corporate Recruiter(s) with talent attraction initiatives and activities for specific positions and/or service lines within the System.
• Assists in department workforce planning initiatives by integrating internal and external search activity to align with the talent/competency gaps.
• Establishes and maintains strategic, consultative, positive, respectful, professional relationships and partnerships with System Leadership, Peers, Hiring Managers, Candidates, internal/other departments, and external talent resources.
• Serves as the key relationship manager of external third-party vendors to ensure current and future investments are optimized.
• Defines and establishes expectations of each assigned requisition workflow with Hiring Managers and delegated members of the hiring community.
• Builds relationships and create candidate pipelines for assigned service lines and cost centers.
• Communicates regularly with Hiring Manager on needs for applicants in assigned service lines.
• Communicates customer service opportunities to department leadership; develop and successfully execute service recovery strategies.

3) System and Technology Management – 10%

• Leads the recruitment technology platform strategy by ensuring full optimization, utilization, enhancements, and continuous improvement of the Career Site, Applicant Tracking System, and Recruitment CRM database.
• Monitors Applicant Tracking Software (ATS) program perform necessary recruiting activities, updating each requisition to be compliant per full-cycle recruiting process.
• Ensures requisitions are posted to appropriate portals.
• Monitors ATS database and external job boards to database mine and source applicants for assigned active positions.
• Coordinates with Hiring Leaders and Recruiters to regularly assess and analyze requisitions, and determine validity per position control, productivity, and recruitment activity. Cancel requisitions as necessary, noting reasoning on requisition profile in ATS. Ensure all applicants not hired are dispositioned and receive a rejection notice.
• Accesses and maintains recruiting and HR systems and technologies to compile and report on recruitment activities and performance objectives.

4) Full Cycle Recruiting – 20%

• Develops talent pipelines for assigned service lines.
• Manages and controls overall recruiting lifecycle by utilizing recruiting-specific tools and resources.
• Maintains accurate, well-ordered documentation (add and maintain notes in ATS) on all candidates, searches, interactions, and other recruiting activities to ensure a compliant and thorough audit if required.
• Preps and posts (as needed) ‘Approved’ requisitions to commence with recruiting. This includes thoroughly defining each requisition as new and/or unfamiliar qualifications are presented per the approved Job Description. As needed and appropriate, posts open positions on online job boards.
• Participates in the development of creative and cost-effective sourcing strategies. Builds applicant sources pipelines by researching and engaging resources such as community outreach agencies, colleges, employment agencies, recruiters, social media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport. Document sourcing and recruiting marketing strategies as required, communicating regularly established updates with Hiring Manager.
• Reviews and scans resumes, online applications, and/or other credentials of candidates and/or applicants to determine propriety of skills, experience, and knowledge in relation to requirements of open positions.
• Maintains ‘New’ application volume at equal or less than 1%.
• Sources, contacts, and screens active and passive candidates to determine candidate’s qualifications and viability. This includes leveraging online recruiting resources and all other available recruiting resources to attract, identify, and recruit highly qualified passive and active candidates.
• Promotes employment opportunities and by demonstrating and communicating knowledge of organizational history, benefits, and forecasted operational development.
• Sends ‘Rejection’ notice via ATS for record/reference point.
• Submits qualified candidates to Hiring Managers no more than 48 hours/2 business days of initial review of candidate profile.
• Demonstrates competency in engaging, recruiting, and hiring top talent for all requisition types. This will be evident by attaining and sustaining a performance productivity level of at least 30% or more, filling all status-types of requisitions (full-time, part-time, and PRN {per diem/as needed}).
• Schedules interviews for Hiring Managers.
• Gets feedback from Hiring Managers no more than 48 hours/2 business days on candidates submitted and/or interviewed.
• Manages offer process by assisting with offer creation, offer approval, and extending offer to each candidate.
• Routes new hire profile to appropriate status in ATS to initiate onboarding.
• Adheres to prescribed full-cycle recruiting process and compliant employment guidelines per federal, state, and local agencies.
• Leads activities, maintains data, and tracks effectiveness of assigned Talent Acquisition programs and projects.
• Develops and recommends job offer details to hiring managers, including experience ratings and research on internal equity.
• Delivers and negotiates job offers or rejections to candidates.
• Stays up to date on all federal, state and local employment laws.
• Implements strategies to ensure diverse candidate pools.

5) Insights and Analytics – 10%

• Assists in developing talent acquisition dashboard tracking key metrics to grow a data-driven and technically skilled talent acquisition team.
• Manages Talent Acquisition insights benchmark program.
• Assists Sourcing Analyst in maintaining Talent Acquisition scorecard that details TA core performance measures, ensuring insights are available for weekly, monthly, quarterly, and annual review.
• Uses ATS to manage data and full-cycle recruitment workflow objectives and data benchmarks. This includes monitoring time-to-fill (individual and organizational goal), individual productivity, and offer acceptance rate.
• Works to reduce and sustain contingent labor spend to a minimum by managing the vendor management system, managed service provider technology and member roster. This includes working with the international talent provider and all contracts governed by the VMS agreement.

6) Professional Development – 10%

• Leverages the Health System’s position as an employer of choice by being informed of and implementing trends and innovative recruiting techniques unique to healthcare and effective in the workplace.
• Suggests and actively participates in department meetings and special projects. Promote purpose and communicate project and action items with positive and energetic persona.
• Invests time and investigate recruitment best practices to incorporate in individual and team professional development.
• Promotes self and Talent Acquisition Department as staffing and talent acquisition subject-matter-experts for the System.

Qualifications:

• Education:

  • Minimum Required: Bachelor’s Degree
  • Preferred: Master’s Degree

• License/Certification:

  • Minimum Required: None
  • Preferred: SHRM Certified Professional (SHRM-CP), PMI Project Management Institute, Certified Professional in Human Resources (PHR), Recruiter Academy Certified Recruiter (RACR), or Certified Healthcare Recruiter (CHCR)

• Experience:

  • Minimum Required: Three (3) years of corporate recruiting experience including sourcing and full life-cycle recruiting, along with two (2) years leading a team.
  • Preferred: Four (4) or more years of Talent Acquisition management experience within an organization of more than 5,000 employees.

• Special Skills/Training:

  • Minimum Required:

    • Ability to lead, develop and motivate a team of Talent Acquisition professionals.
    • Expertise of applicant tracking systems, recruitment processes, and delivery of consultative advice for talent attraction techniques and methodologies.
    • Ability to establish and maintain effective relationships at all levels of the organization.
    • Ability to operate and influence at a strategic level, maintain composure and professionalism, and deliver results, despite organizational noise.
    • Strong analytical skills, using quantitative research methods.
    • Project management skills with the ability to handle and deliver multiple projects with aggressive implementation deadlines.
    • Ability to effectively analyze and synthesize large amounts of complex data into relevant, concise business insights. Business communication, presentation, and writing skills.
    • Ability to communicate technical information and data to a non-technical audience in a logical, concise manner.
    • Ability to identify opportunities and proactively lead and drive change.
    • Strong business acumen and organizational agility. Ability to manage multiple priorities simultaneously in a fast-paced environment.

The Company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, genetic information or any other characteristic protected by law.