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Director, Recruitment and Talent Acquisition


Company

Lancaster General Hospital

Cost Center

3054 Human Resources-Employment

Supervisory Organization

Human Resources - Talent and Development

Grade

Summary

POSITION SUMMARY: Provide leadership, support and vision to team of talent acquisition professionals in the delivery of recruiting and employment strategies to attract, recruit and onboard diverse talent for the health system.

ESSENTIAL FUNCTIONS: Qualified individuals must have the ability (with or without reasonable accommodation) to perform the following duties:

  • Provide leadership and direction for effective and proactive recruiting strategies and processes
  • Utilize workforce metrics to recognize success and drive performance improvement in the recruiting and employment processes.
  • Provides consultative services to all levels of management to meet recruiting needs in a cost effective manner. Consult with senior leaders regarding workforce staffing and recruitment needs.
  • Plan and support the development of individual recruitment specialists skills and abilities.
  • Monitoring the labor market to identify issues that impact the organization’s ability to recruit and retain a highly functioning workforce.
  • Develop ties with key community leaders to further enhance the effectiveness of recruitment efforts.
  • Collaborate with other leaders within HR and the organization to develop a strategic workforce plan to ensure adequate supply of qualified healthcare workers to meet the organizational needs.
  • Evaluates department processes on an on-going basis and develops mechanisms to track and trend data in an effort to improves systems.  Continually evaluates methods to improve service to the customer.
  • Provides reports related to turnover, days to fill, exit interviews, and other reports that will assist in developing recruitment and retention plans.
  • Works with staff to research and employ new sources for active and passive candidate recruiting and build networks to find qualified passive candidates.
  • Ensures that staff appropriately uses the Internet for recruitment in order to post positions, improve company website related to recruitment, research new ways to recruit on the internet and use professional and other sites to identify and source candidates.
  • Develops and manages department budget to ensure appropriate resources are available to carry out recruitment activities and maintains the integrity of the budget.
  • Responsible for the supervision of all staff, including coaching, providing timely feedback, ensuring the existence of developmental opportunities, recognizing and addressing disciplinary issues.
  • Serves as Equal Employment Opportunity (EEO) specialist, ensuring that all federal and state regulations are adhered to.  Responsible for JCAHO and all other regulatory compliance (Dept. of Labor, Dept. of Health, etc).as it relates to recruitment processes.

SECONDARY FUNCTIONS: The following duties are considered secondary to the primary duties listed above:

  • Establishes and maintains effective relationships with management, staff and public.
  • Recommends, prepares and maintains records and procedures related to recruitment/retention of staff (applicant tracking, position tracking, exit interview process, etc.)
  • Other duties as assigned.

JOB REQUIREMENTS

MINIMUM REQUIRED QUALIFICATIONS:

  • Bachelor’s degree in Human Resources, Industrial Psychology, Business Administration with emphasis in Human Resources Management, or a related field.
  • Five- seven years experience in full life cycle recruiting with a minimum of three years experience in oversight of recruiting function.

PREFERRED QUALIFICATIONS:

  • Masters degree in Business Administration, Human Resource Management or related field or equivalent management experience.
  • Two (2) years of Human Resources Management generalist experience.
  • Writing skills, mathematical abilities and excellent computer skills.

COGNITIVE REQUIREMENTS

ATTENTION/CONCENTRATION – The following level of ability is essential for the jobholder to focus on certain aspects of current experience and reject others:

  • The position requires strong concentration skills.  The individual must have the ability to voluntarily sustain concentration to a task over an extended period of time as a result of an effortful and usually deliberate heightened and focused state of attention.

NEW LEARNING AND MEMORY – The following level of ability is essential for the jobholder to learn and retain material:

  • A large portion of this position required reliance on verbal memory and new learning.  Efficiency in processing of verbal information, either in written or spoken form, is a major requirement and prerequisite of the job.  The individual must be able to attend to and process multiple bits of information simultaneously.  The individual must be able to organize and categorize this information effectively so that later recall is feasible.

PROBLEM SOLVING, REASONING AND CREATIVE THINKING – The following level of ability that is essential for the jobholder to think (in order to solve a problem) by combining two or more elements from past experience or imaginative thought:

  • The position required much autonomy of thought and problem solving.  The individual must be able to apply principles of logical or scientific thinking to define problems.  The individual must be able to think abstractly, which is manifested in the ability to form concepts, use categories, generalize from single instances, apply procedural rules and general principles, and be aware of subtle or intrinsic aspects of a problem.  The development of hypothesis and potential solutions to problems involves careful interpretation, analysis and diagnosis.  The individual must be able to collect data, establish facts, and draw valid conclusions.  The individual must be able to think creatively with a degree of inventiveness, experimentation and intuition.  They must be able to deal with a variety of concrete and abstract variables.

APTITUDES:  The following are essential requirements of the position in relation to job-worker situations.  These items describe how a worker must adapt, adjust, conform or act:

Leadership, control and planning: Ability to accept responsibility for leadership, direction, control, planning, negotiating, organizing, directing, supervising, formulating practices, or making final decisions.

Performing under stressful conditions: Ability to perform under stress when confronted with emergency, critical, unusual, or dangerous situations, or in situations in which working speed and sustained attention are critical aspects of the job. Is subject to danger or risk, or to tension as a regular, consistent part of the job.

Variety and change: Ability to perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure involving significant differences in technologies, techniques, procedures, environmental factors, physical demands, or work situations.

Communication:  Ability to exchange information with others clearly and concisely; to present ideas, facts and technical information.

Interpersonal relations: Ability to maintain relationships that facilitate task accomplishment; to cooperate and resolve conflicts; to recognize needs and be sensitive of others.

EQUIPMENT USAGE REQUIREMENTS

Equipment/Tools: Computer, Phone, Copier, Printer, Fax, Office Supplies

Software: Microsoft Office Products

PHYSICAL REQUIREMENTS

Rarely 0-10%; Occasionally 11-35%; Frequently 36-70%; Continuously 71-100%

Body Position/Movement:

  • Sit: Frequently
  • Stand: Occasionally
  • Walk: Occasionally
  • Bend: Rarely
  • Push: Rarely
  • Pull: Rarely
  • Kneel/Squat: Rarely
  • Reach: Rarely
  • Twist: Rarely
  • Balance: Rarely
  • Climb: Rarely

Lifting: Degree of physical exertion is:

Light, exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to move objects.

Sensory Abilities specifically required:

  • Vision
  • Hearing

PHYSICAL ENVIRONMENT

WORKING CONDITIONS: Exposure to hazardous conditions/ materials is negligible.

                       

Disclaimer: This job description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with the job.  It is intended to be a reflection of those principal job elements essential for recruitment and selection, for making fair job evaluations, and for establishing performance standards.  The percentages of time spent performing job duties are estimates, and should not be considered absolute.  The incumbent shall perform all other functions and/or be cross-trained as shall be determined at the sole discretion of management, who has the right to amend, modify, or terminate this job in part or in whole.  Incumbent must be able to perform all job functions safely.

BURLE Full Time Posted on 11/29/2019