Manager Talent Acquisition (Ancillary Recruitment) - Talent Acquisition - FT - Day

Schedule: Full time - 36 hours/week or greater Shift: First Shift (Days - Less than 12 hours per shift) (United States of America) Weekly Work Schedule: M-F 8-5 Job Information Exemption Status: Exempt A Brief Overview The Talent Acquisition Manager leads the Talent Acquisition team to design and deliver recruitment strategies in support of the strategic plan for Stormont Vail, with an emphasis on key workforce initiatives. The Manager is responsible for overseeing the day-to-day operations of the team, ensuring tasks and projects are completed efficiently and effectively. Responsible for setting goals and providing support and guidance to team members, the incumbent will build strong relationships, providing coaching and development opportunities to improve individual and team performance. The Manager will consult with leaders and stakeholders on how to attract and hire quality talent, working with the systems team to develop seamless process improvements to ensure optimal candidate and hiring manager experience. This is a highly visible position, which interacts with all levels of the organization across multiple functions. The Manager will provide subject matter expertise on all talent acquisition strategies, policies, and programs to ensure the organization can innovatively and successfully attract and engage top talent. Education Qualifications Bachelor's Degree Human Resources or related field. Three years of Human Resources experience may be substituted for education. Required Master's Degree Preferred Experience Qualifications A minimum of 5 years human resources experience. Without a bachelor's degree a minimum of 8 years HR experience. Required 5 years Healthcare experience. Preferred 2 years Leading, managing or directing a team. Preferred Skills and Abilities Excellent relationship-building skills, with all levels. (Required proficiency) Ability to grow, develop, influence and unify the Talent Acquisition team. Ability to build and optimize recruiting infrastructure (recruiting strategy, budget, tools, etc.) (Required proficiency) Demonstrated background in human resources strategy, conception and development. (Required proficiency) Ability to thrive in ambiguity while attending to multiple stakeholders, a variety of concurrent projects, and firm deadlines. (Required proficiency) Ability to motivate and inspire team members by creating an environment that is inclusive, promotes positive communication and encourages teamwork and team member flexibility. (Required proficiency) Knowledge of talent acquisition, including recruiting strategy development, candidate sourcing, candidate pipelining, stakeholder management and assessment/selection. (Required proficiency) Licenses and Certifications Professional in Human Resources - HRCI Equivalent SHRM or other HR accreditation accepted. Preferred Project Management Professional (PMP) - PMI Equivalent PMI or other PM accreditation accepted. Preferred What you will do Manage direct reports by overseeing hiring, performance management, productivity and overseeing orientation, performance appraisals, schedules, work activities, and compliance to all workplace expectations and job duties. Develops specific goals and plans to prioritize, organize, and accomplish goals. Maintain broad influence through ongoing development of internal and external relationships across the organization and with educational/collegiate programs and professional organizations. Develop and manage all internal and external recruitment hiring events, representing the organization at local/regional/national career/job fairs to positively promote the organization and source qualified applicants. Lead, coach and inspire a large team of recruiters, specialists and representatives to deliver quality talent for Stormont Vail. Serve as a consultative partner to leaders, hiring managers/directors and the human resources team on all recruiting activities and talent related strategies and initiatives throughout the course of a search to influence decisions regarding recruitment strategy, profile development, assessment methods and final selection. Develop and lead recruitment strategies and recommendations based on data analysis and metrics-driven execution. Own and report recruiting metrics to the Talent Acquisition and leadership teams. Partner closely with all levels of the organization including leadership teams and key operating partners, to ensure there is a healthy collaboration with recruitment and all team members. Oversee and complete special projects as needed. Continuously focus on process improvement and gaining efficiency through established performance excellence methodology and knowledge of the organizational IT systems. Manage relationships with internal and external recruitment partners such as HirePaths, contracted staffing providers, independent consultants, search firms, etc. Collaborate in the development and management the department’s budget. Develop and present data, updates and other department information to the director and other organizational leaders. Required for All Jobs Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health Performs other duties as assigned Patient Facing Options Position is Not Patient Facing Remote Work Guidelines Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards. Stable access to electricity and a minimum of 25mb upload and internet speed. Dedicate full attention to the job duties and communication with others during working hours. Adhere to break and attendance schedules agreed upon with supervisor. Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually. Remote Work Capability Hybrid Scope Has Supervisory Responsibility Has Budget Responsibility Physical Demands Balancing: Rarely less than 1 hour Carrying: Rarely less than 1 hour Climbing (Ladders): Rarely less than 1 hour Climbing (Stairs): Rarely less than 1 hour Crawling: Rarely less than 1 hour Crouching: Rarely less than 1 hour Driving (Automatic): Rarely less than 1 hour Driving (Standard): Rarely less than 1 hour Eye/Hand/Foot Coordination: Occasionally 1-3 Hours Feeling: Occasionally 1-3 Hours Grasping (Fine Motor): Frequently 3-5 Hours Grasping (Gross Hand): Occasionally 1-3 Hours Handling: Frequently 3-5 Hours Hearing: Frequently 3-5 Hours Kneeling: Rarely less than 1 hour Lifting: Rarely less than 1 hour up to 25 lbs Operate Foot Controls: Rarely less than 1 hour Reaching (Forward): Occasionally 1-3 Hours up to 25 lbs Reaching (Overhead): Rarely less than 1 hour up to 25 lbs Repetitive Motions: Continuously greater than 5 hours Sitting: Continuously greater than 5 hours Standing: Occasionally 1-3 Hours Stooping: Rarely less than 1 hour Talking: Continuously greater than 5 hours Walking: Occasionally 1-3 Hours Working Conditions Burn: Rarely less than 1 hour Chemical: Rarely less than 1 hour Combative Patients: Rarely less than 1 hour Dusts: Rarely less than 1 hour Electrical: Rarely less than 1 hour Explosive: Rarely less than 1 hour Extreme Temperatures: Rarely less than 1 hour Infectious Diseases: Rarely less than 1 hour Mechanical: Rarely less than 1 hour Needle Stick: Rarely less than 1 hour Noise/Sounds: Occasionally 1-3 Hours Other Atmospheric Conditions: Rarely less than 1 hour Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour Radiant Energy: Rarely less than 1 hour Risk of Exposure to Blood and Body Fluids: Rarely less than 1 hour Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour Hazards (other): Rarely less than 1 hour Vibration: Rarely less than 1 hour Wet and/or Humid: Rarely less than 1 hour Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment. Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications. Stormont Vail Health is a nonprofit integrated health system that has been serving the health care needs of Kansas for more than 130 years. Stormont Vail has been recognized as a Magnet® organization since 2009 by the American Nurses Credentialing Center. It is composed of Stormont Vail Hospital, a 586-bed acute care hospital, and Cotton O’Neil Clinic, a multi-specialty physician group with more than 500 providers, which includes more than 250 physicians. Nearly 5,300 employees provide care and support services for patients in the hospital and 35 other locations, including the Cotton O’Neil Heart Center, Cancer Center, Diabetes & Endocrinology Center, Digestive Health Center, Pediatrics clinics and 10 regional primary care clinics. Stormont Vail Health is committed to its mission of improving the health of the community by being a national leader in providing compassionate, high quality and efficient integrated care through collaboration that results in a healthier community.