Sharp HealthCare Hiring for Manager, RN Talent Acquisition & Recruitment Strategy at Los Angeles, California Full Time

Hours

Shift Start Time:

Variable

Shift End Time:

Variable

Additional Shift Information:

Weekend Requirements:

As Needed

On-Call Required:

No

Hourly Pay Range (Minimum – Midpoint – Maximum):

$65.550 – $84.580 – $103.611

The stated pay scale reflects the range that Sharp reasonably expects to pay for this position. The actual pay rate and pay grade for this position will be dependent on a variety of factors, including an applicant’s years of experience, unique skills and abilities, education, alignment with similar internal candidates, marketplace factors, other requirements for the position, and employer business practices.

What You Will Do
This position will build strong relationships and work collaboratively with the Director of Talent Acquisition, Human Resources and Talent Management colleagues, and Sharp HealthCare leaders to design and execute comprehensive talent acquisition strategies. This role will lead, manage, coach, and develop a team of Talent Acquisition Specialists to ensure consistent and effective recruitment practices. This manager will focus on several business unit recruitment needs, and workforce planning and develop relationships at all levels of Sharp’s business units and HRTM functionalities. Key focus will include ensuring a strong internal and external candidate experience during the application, interview, selection, and offer process. Will work closely with Talent Hub to ensure a smooth and positive onboarding experience for all new hires and transfers. The manager will provide feedback to leadership on healthcare industry changes and make appropriate recommendations based on research of market trends and data. Some of other key roles are: performance management of TAS through feedback from client groups and reporting metrics, consistent application of employee and legal hiring practices, broad knowledge of federal and state regulations, labor laws, recruitment, compensation, total rewards, safety, diversity, data analytics, and leadership training.

Required Qualifications

• Bachelor’s Degree in Healthcare, Business Administration, Human Resources or other related degrees.
• 2 Years Leadership experience.
• 5 Years Working in Human Resources or Talent Acquisition departments in large organizations.
• 2 Years Managing a team to include hiring, mentoring, training, and performance management.
• Professional in Human Resources (PHR) – HR Certification Institute -REQUIRED
• Senior Professional in Human Resources (SPHR) – HR Certification Institute -REQUIRED
• SHRM Certified Professional (SHRM-CP) – Society for Human Resources Management (SHRM) -REQUIRED
• SHRM Senior Certified Professional (SHRM-SCP) – Society for Human Resources Management (SHRM) -REQUIRED

Preferred Qualifications

• Master’s Degree in Healthcare, Business Administration, Human Resources or other related degrees.

Other Qualification Requirements

• Recruiter Academy Certified Recruiter (RACR) can be in leu of PRH, SPHR, SHRM-CP or SHRM-SCP – Certification to be tracked and maintained by the department.

Essential Functions

• Leadership
  Reducing risk and protecting the company’s reputation and brand image by prioritizing regulatory compliance, data integrity, and audits in its recruiting practices.
  Informing leadership of recruiting successes and challenges and advising them on solutions and recruiting strategy accordingly.
  Analyzes daily team activity, quality, and performance to ensure department and organizational recruitment goals are met and exceeded.
  Manages the Talent Acquisition Specialists to ensure that the Candidate and onboarding experience is seamless, efficient, and timely by utilizing data from sources such as Workday and Perceptyx surveys.
  Utilizes Lean Six Sigma methods to improve processes and utilizes Just Culture and HRO as the foundation of all department problem solving methods.
  Responsible for performance of direct reports, Talent Acquisition Specialists, as well as the development of strategic direction and management of business aligned recruiting resources.
  Responsible for monitoring and assessing recruitment metrics at each step/status in Workday related to assigned business units.
  Attends leadership meetings in each entity to represent Talent Acquisition and provides feedback to team for opportunities on building stronger partnerships.
  Responsible for being a change agent within their assigned scope and supporting the ongoing evolution of the talent acquisition function.
• Recruitment Strategy, Implementation, and Leader Engagement
  Develop and deploy long-term sustainable recruiting strategies, establishing best in class recruiting processes, pipeline maintenance, channel management, and strategic partnerships.
  Propose and implement various controls to ensure compliance with relevant federal agencies (EEOC, OFCCP, DOL, etc.) as well as obligations under federal, state, and local laws.
  In concert with Mgr. of Recruitment Systems & Operations serve as expert in all recruitment processes, technology, and practices. Research and propose changes and additions to current, processes, technology, and practices.
  Collaborate closely with director of Workforce Planning & Recruitment Strategy on best practices in recruitment strategy, recruiting process, recruiting technology, recruiting coordination, and vendor partnerships.
  Support TAS with sourcing strategies that leverage internet resources including but not limited to resume databases, recruiting and search techniques such as LinkedIn, user group lists, social media and industry specific online professional networks, advanced Boolean searches, blogs, and job boards.
  Utilizes strong critical thinking, problem solving, results oriented, adaptability, managerial courage, and influential skills regularly.
  Manage, coach, and develop the recruiting team for the assigned area of responsibility, as well as recruit for senior-level positions as business needs arise.
  Establish relationships and consult with key stakeholders and hiring managers on recruitment and candidate experience to assure a best-in-class recruitment process and experience. Function as a thought leader and consultant to internal partners to support change management and to drive operational excellence.
  Works with a high sense of urgency coupled with the ability to remain flexible within a highly dynamic environment and still deliver on deadlines.
  Works well with ambiguity
• Employee administration
  Serves as primary entity contact for employees and management regarding recruiting, salary recommendation, deescalating, and reporting employee concerns.
  Identifies and provides monthly educational sessions for department and organization.
  Meets with direct reports and provides mentoring and coaching as needed for performance and guidance on how to deliver high impact results for internal and external clients.
  Administers new employee hire process ensuring compliance to meet all regulatory and internal requirements.
  Responsible for posting, interviewing, and salary recommendations for new team members for Talent Acquisition Specialist within business unit team.
  Ensures that new team members experience a positive introduction to Sharp HealthCare and develops their orientation plan with goals for the first 90 days.
  Coordinates the termination process with management to ensure that appropriate and timely documentation is received.

Knowledge, Skills, and Abilities

• General knowledge and experience of all aspects of Human Resources and Talent Acquisition to include interaction and assistance to management and employee on topics of OFCCP compliance, EEOC and regulatory requirements, knowledge of leading practices in talent acquisition, compensation, employee relations, and labor contracts.
• General knowledge of current legal issues impacting the workplace and policy interpretation.
• Ability to communicate clearly, concisely, and professionally at all levels of the organization.
• Demonstrated ability to exercise sound judgment in a complex health care system.
• Ability to mentor and coach team members for successful outcomes.
• Demonstrated ability to gather and analyze data to create a plan to achieve recruitment and department goals.
• Ability to present to all levels of team that demonstrates department strategies and results.

Sharp HealthCare is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability or any other protected class

Master’s Degree; Professional in Human Resources (PHR) – HR Certification Institute; Senior Professional in Human Resources (SPHR) – HR Certification Institute; SHRM Certified Professional (SHRM-CP) – Society for Human Resources Management (SHRM); SHRM Senior Certified Professional (SHRM-SCP) – Society for Human Resources Management (SHRM); Bachelor’s Degree