Manager, Talent Acquisition Operations

Required Skills

1. Pre-Boarding

• Provides day-to-day operational oversight and support for the Preboarding team to ensure services are effective, efficient and meet organizational needs. Assesses, monitors, and (as necessary) realigns workloads to maximize results.
• Champion the new hire experience and identify opportunities for improvement
• Establish alignment with internal (Colleague Health, TA, HR, Organizational Learning, etc.) and external partners (background check vendors) participating in the pre-boarding workflow.

1. Recruitment Marketing/Brand Development

• Contributes to the ongoing development and evaluation of sourcing strategy.
• Develops sourcing strategies based on market review and the organization’s open positions, taking into consideration local and national availability of candidates.
• Communicates and articulates the value proposition of Talent Acquisition to external marketing partners.
• Serve as the HR Program Manager of the Colleague Referral Program driving the success of the program, increasing employee engagement, and ensuring the recruitment of top talent through employee referrals. Optimize the referral process, track program metrics, and implement best practices. Stay up-to-date on industry trends and best practices for employee referral programs and incorporate innovative ideas to enhance the program.

1. Customer Experience

• Oversees daily operations of the Talent Acquisition Preboarding team and the experience they provide to potential applicants, colleagues, leaders and new hires.
• Serves as an advocate for customer experiences (both internal and external) by assessing, creating, eliminating and/or redesigning processes to meet organizational objectives.
• Acts as a final point of escalation for customer satisfaction issues
• Develops strategies to advance the preboarding function to a concierge level and deliver an efficient and customer-centric experience
• Create and uphold standard operating procedures and service level agreements to create a frictionless process
• Understand process design with the new hire experience in mind and review Voice of Customer feedback surveys to action plan with the team on improving this experience

1. Innovation

• Collaborates with Recruitment team to implement best practices for sourcing and preboarding strategies and maintains a “cutting edge” approach utilizing all available tools and resources in the marketplace.
• Maintains current professional knowledge and understanding of national sourcing, recruitment, and preboarding strategy trends by attending educational workshops/conferences, reviewing professional publications, establishing personal networks and participating in professional societies.

1. Data Reporting & Analysis

• Utilizes applicant tracking system, and other HRIS systems as needed, to extract data and identify organizational trends. Utilizes data and makes recommendations to enhance approaches and tactics.

1. Evaluates the performance of direct reports and conducts annual performance appraisals. Conducts salary administration, performance management and other associated personnel activities. Coaches, supports, and develops team members to their fullest potential. Interviews, hires and assists in the selection of employees.

1. Interprets organizational policies, procedures and objectives and supports same with supervised staff. 

1. Serves as resource on committees, task forces, meetings, etc. to assist MHS in meeting its objectives.

1. Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.

1. Contributes to the development and execution of the departmental budget.

1. Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.