Regional Recruitment Manager

The Regional Recruitment Manager is responsible for leading the strategic talent acquisition efforts for the Southwest Healthcare region. This role focuses on developing and executing innovative recruitment strategies to attract, hire, and retain top-tier talent. The Manager oversees the full recruitment lifecycle, ensures alignment with corporate and regional goals, and serves as a strategic partner to regional and hospital/facility leadership to meet current and future staffing needs.

Responsibilities

POSITION SPECIFIC RESPONSIBILITIES:

Leadership Talent Acquisition:

• Direct the end-to-end evaluation and selection process for regional and facility leadership, including, Department Directors and managers.
• Utilize advanced behavioral assessments and culture-fit indicators to ensure long-term leadership stability and regional retention.
• Partner with regional/facility executives to conduct "role intake" meetings, defining critical competencies and aligning leadership hires with long-term business goals.

Recruitment Process Optimization:

• Conduct comprehensive audits of the regional hiring funnel to identify and eliminate administrative bottlenecks in sourcing, screening, and interview stages.
• Design and implement streamlined workflows that leverage AI-driven automation for routine tasks (e.g., scheduling and initial screening), allowing recruiters to focus on high-touch candidate engagement.
• Establish and monitor key performance indicators (KPIs) such as Pipeline Pass-Through Rates, Time-to-Hire, and Hiring Manager Satisfaction to drive continuous productivity improvements.

Strategic Employer Branding & Market Presence:

• Act as a regional brand ambassador, developing a "Unified Employer Value Proposition" (EVP) that highlights the organization's unique culture and career pathways.
• Execute channel branding campaigns across LinkedIn, Indeed, Facebook, and specialized professional forums to engage both active and passive candidate pools.
• Leverage Employee-Generated Content (EGC) and "Day in the Life" storytelling to humanize the brand and increase trust with prospective applicants.
• Foster talent communities by maintaining active relationships with nursing schools, residency programs, and professional networks to build a self-sustaining talent pipeline.
• Actively participate in on-site open houses and community career fairs to build a direct talent pipeline and enhance the organization's visibility as a top employer of choice.

Service Line Recruitment

• Design and execute high-touch recruitment strategies for specialized service lines (e.g., Perioperative, ICU, ED), utilizing niche professional networks sourcing tools to engage passive clinical talent.
• Develop "Talent Communities" for mission-critical roles, maintaining a warm pipeline of pre-qualified candidates to reduce time-to-fill for high-turnover or specialized clinical positions.
• In partnership with recruiters, act as a strategic consultant to Service Line Directors, conducting monthly workforce planning sessions to align recruitment efforts with patient volume projections and clinical expansion goals.
• Translate clinical department needs into technical competency profiles and tailored "Employer Value Propositions" that resonate with specialized practitioners. 
• Standardize service-line-specific interview rubrics and behavioral assessment tools to ensure hires meet both technical requirements and cultural alignment.
• Analyze 90-day, 6 month and 12-month retention data and "quality-of-hire" metrics by service line to refine sourcing methods and selection criteria continuously.
• Monitor regional compensation trends and sign-on bonus structures for specialized roles to ensure the organization remains the "Employer of Choice" within the labor market.
• Provide real-time feedback to regional leadership regarding market barriers or candidate sentiment specific to specialized medical fields.
• Serve as resource to regional HR staff as it relates to ATS training/usage.
• May assist with recruitment of staff positions as needed.

Qualifications

Education/Training/ Experience: 

* Bachelor's degree from an accredited College or University in related field required.

* Minimum of five years of high-volume recruitment experience, with at least two years in a supervisor capacity.

* Healthcare experience required.

* Expert-level experience with iCIMS for applicant tracking and candidate relationship management.

* Some proficiency for HRIS functions, position management, and onboarding workflows.

Certifications/Licenses:

* PHR/SPHR or SHRM-CP/SCP certification preferred.