Talent Acquisition Business Partner (Clinical/Healthcare)

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do.

Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults.

Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity.

At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve.

The Talent Acquisition Business Partner serves as a strategic advisor to business leaders, owning complex and high‑impact hiring initiatives aligned to organizational priorities. This role will leverage deep recruitment expertise, market intelligence, and data‑informed insights to anticipate talent needs, shape hiring strategies, and deliver high‑quality outcomes. Through strong partnership, independent judgment, and influence, the TABP helps drive scalable talent solutions that support business performance and a culture of excellence

This role will focus on recruitment and hiring strategy efforts across the SCAN organization, supporting clinical care delivery related roles. The ideal candidate will have demonstrated experience hiring physicians, advanced practice providers, nurses, and other healthcare roles in a heavily matrixed environment.

Experience recruiting for PACE, Street Medicine, Geriatrics and Home Health strongly preferred.

Responsibilities

• Leads and refines recruitment strategies for complex and high‑impact roles, incorporating market intelligence, pipeline data, and workforce priorities to influence hiring approach, timing, and tradeoffs.
• Serves as a strategic advisor to hiring leaders, guiding intake conversations to clarify success profiles, assess role scope and feasibility, and align expectations based on business priorities and market conditions.
• Conducts advanced candidate assessments for complex roles, synthesizing qualifications, experience, and potential to provide informed recommendations; delivers nuanced, consultative candidate messaging aligned with role scope and organizational context.
• Designs and calibrates interview strategies for complex or senior roles, ensuring alignment on evaluation criteria, mitigating bias, and enabling consistent, high‑quality hiring decisions across stakeholders.
• Oversees and troubleshoots complex interview coordination needs, advising on panel composition, sequencing, and stakeholder alignment to support effective and timely decision‑making.
• Leads synthesis and interpretation of interview feedback, identifying themes, risks, and alignment gaps; facilitates decision discussions to drive clarity and timely outcomes.
• Ensures accurate and compliant completion of pre‑employment requirements, proactively addressing issues, escalations, or complexities in partnership with appropriate stakeholders.
• Leads offer strategy for complex hires, partnering with People & Culture and Total Rewards on compensation considerations; manages candidate expectations and closing conversations while ensuring a high‑quality experience for all candidates.
• Partners strategically with People & Culture leaders to assess organizational talent needs, anticipate workforce implications, and translate people and business strategies into prioritized hiring approaches.
• Applies advanced recruiting technology and AI‑enabled insights to improve pipeline quality, inform hiring decisions, and share best practices that enhance team effectiveness and hiring outcomes.
• We seek Rebels who are curious about AI and its power to transform how we operate and serve our members.
• All other duties as assigned.
  
  

Qualifications

• Associate's degree or higher preferred
• 5 years of related experience recruiting for clinical roles in a related healthcare environment
• Experience recruiting for PACE, Street Medicine, Geriatrics and Home Health strongly preferred.
• Experience with Workday highly desired.
• Self-starter who performs work under minimal supervision
• Highly organized and detail-oriented
• Comfortability and experience utilizing recruiting platforms like LI, Indeed, Zip Recruiter, HireEZ, and other AI-enabled tools
• Handles complex issues and problems, and refers only the most complex issues to higher-level staff
• Possesses comprehensive knowledge of subject matter
• Provides leadership, coaching, and/or mentoring to a subordinate group
• May act as a lead or first-level supervisor
  
  

What's in it for you?

• Salary range: $92,400- $103,732 per year
• Medical, Dental, Vision coverage
• Annual bonus program
• Robust Wellness Program Generous paid-time-off (PTO)
• Eleven paid holidays per year, plus 1 additional floating holiday, plus 1 birthday holiday
• Excellent 401(k) Retirement Saving Plan with employer match and contribution
• Robust employee recognition program
• Tuition reimbursement
• An opportunity to become part of a team that makes a difference to our members and our community every day!
  
  

Equal Opportunity Employer/Protected Veterans/Individuals With Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)